Professional Documents
Culture Documents
Environment
HR Implementation
surplus
shortage
HRP involves:
forecasting personnel, assessing personnel supply, and matching demand and supply factors through personnel
related programs.
people required. Based on annual budget and long term corporate plan Translated into activity for each function and department
It helps in
Quantifying the jobs necessary for producing a given number of
goods or offering a given amount of services Determine staff mix desirable in the future Assess appropriate staffing levels in different parts of organization to avoid unnecessary costs Prevent shortage of people when needed the most Monitor compliance with legal requirements
Managerial judgment:
top down-bottom up Used in smaller organizations
Ratio-trend analysis:
studying past ratios between number of workers and sales in the organization Forecasting future ratios Making allowances for change in the organization or its methods
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30 30 10 5
Expecting retirements
Recruitments planned
5
2
forecast on the basis of relationship between sales volume and employee size
work measurement to calculate the length of work and amount of labor required Planned output for next year Standard hours per unit Planned hours for the year Productive hours per man/year Number of direct workers required 20000 units 5 100,000 2000 50
Delphi technique:
named after Greek oracle at the city of Delphi, it solicits estimates of personnel needs from group of experts,
usually managers. They do its individually with no interaction among themselves. The HRP experts act as intermediaries, collect responses from the group of experts, report them back to experts. Experts receive the feedback and are surveyed again after this feedback. This is done until their opinions begin to match. The agreement reached is the forecast.
under the name of inventories Non-managers it is called skill inventories Managers: management inventories Used to decide on transfers and promotions
Skill inventories include: personal data; skill-job experience, training, benefit plans data, retirement information and so on Information kept under human resource information system
Management inventories:
Work history Strengths and weaknesses Career goals Number and types of employees managed Total budget managed Current job performance Educational background
External sources To get new blood Replenish lost personnel HR programming : reconcile the demand and supply forecast to fill up right people at the right time HRP implementation through recruitment, selection, placement, retention programmes etc. Control and evaluation: budgets, targets, who should do what for implementationresponsibility, reporting, etc
Markov Analysis: attempts to project into the future, what the current workforce would look like if the current mobility flow continues with no changes. Looks at flow of people entering and exiting the system.
Succession planning: With the help of skill and management inventories- talent inventories- used for replacement charts-possible replacements Succession planning is the process of identifying, developing, and tracking key individuals so that they may eventually assume top level positions.