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PROCESS OF HUMAN RESOURCE

PLANNING

PROCESS OF HUMAN RESOURCE

PLANNING

By

Shwetha S N

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1. Analysis organizational plans

2. Demand forecasting

3. Supply forecasting

4. Estimating the net human resource requirement

5. if future surplus, plan for redeployment,

retrenchment and lay-off

6. If future deficit, forecast the future supply of HR

from all sources with reference to plans of other

companies

7. Plan for recruitment, development and internalmobility

8. Plan for modify the organizational plan

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1. Analyzing the organizational plans

1. Analyzing the organizational plans

Unit-wise and sub-units

Helps in forecasting the demand for HR as it

provides the quantum of future work activity

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2.Demand forecasting

2.Demand forecasting

Forecasting the overall HR requirements inaccordance with the organizational plans.

Review of the existing job design and analysis

Redesign and re-analyses job

Methods are Managerial judgment

->Bottom-up approach

->Participative approach

Statistical techniques

->Ratio trend analysis

->econometric models

Work Study techniques

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3. Supply forecasting

3. Supply forecasting

Existing inventory: HR components, number, gender, skill-wise,

designation-wise & department-wise should beobtained

Job family inventory: categories, job characteristics, Age inventory: age-wise number and category of

employees.(imbalance in present inventory which canbe correlated in future selection and promotion).

Potential losses: include voluntary quits, deaths,

retirements, dismissals, lay-off, disablement. Potential additions: new hires, promotion in, transfer in

and demotion in.

Analyzing sources of supply: to ensure the availability

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4. Estimating the net HR requirement

4. Estimating the net HR requirement

Determine in relation to the overall HRrequirements for a future date and supply

forecast for that date.

Difference

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5. Action plan for redeployment, retrenchment:5. Action plan for redeployment, retrenchment:

If surplus is estimated-training or reorientation

Redeployment

Outplacement: career guidance for displacedemployees and retaining the prospective displaced

employees. Employment in Sister organizations: either at a similar

level or at a lower level.

Employment in other companies: contacts other similarcompanies

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ContCont

Redundancy / Retrenchmentcompensation, help in getting new job, priority in

filling future vacancies.

Lay-off

Leave of absence without pay

Work sharing

Reduced work hours

Voluntary retirement

Compulsory retirement

Creation ofAd-hoc project

Attrition

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6. Forecast future supply from all the sources6. Forecast future supply from all the sources

Various sources like internal sources,comparable organizations, educational and

training institutes, employment exchanges etc.

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7. Action plan for outsourcing, recruitment,

development etc

7. Action plan for outsourcing, recruitment,

development etc

Outsourcing plan Recruitment and selection plan

Training anddevelopment plan

Productivity plan

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8. Modify the organizational plan8. Modify the organizational plan

If future supply of HR from all the externalsources is estimated to be inadequate or less

than requirements

Eg, Indian Railway, 1991

Retention plan

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Thank you