PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

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PAD214INTRODUCTION TO PUBLIC PERSONNEL
ADMINISTRATION

• LESSON 2
• HUMAN RESOURCE PLANNING (HRP)

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SCOPE OF THE LECTURE

• Every organization needs people to conduct the
  specific job designed. Organization must plan how
  to employ people to ensure that the right person
  is in the right job at the right time. This
  lecture focuses on the activities of Human
  Resource Planning (HRP) as part of the business
  strategic planning process in the public sector.
• what is human resource planning?
• how do organizations undertake this sort of
  exercise?
• what specific uses does it have?

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OBJECTIVES OF THIS LECTURE

• Upon completing this chapter student should be
  able to
• Define the concept of HRP
• Describe the uses and importance of HRP
• Identify the process / steps of HRP
• Manage the results of HRP
• Describe HRP practices in the public sector

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WHAT IS HRP

• Human Resource /Manpower Planning is a crucial
  activity of the Human Resource function. It
  covers all aspects of human resource management
  in order to optimize performance of your human
  resources.
• Human resource planning is the term used to
  describe how organizations ensure that their
  staff are the right staff to do the jobs. Sub
  topics include planning for staff retention,
  planning for candidate search, training and
  skills analysis and much more.

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The principles of Human Resources Planning (HRP)

• HRP systematically forecasts an organizations
  future demand and supply for an employee in
  organisation.
• HRP enables managers and HR department to develop
  staffing plans that support the organisations
  strategy by allowing it to fill job openings
  proactively.
• It is set of plans of how organisations assess
  the future supply and demand for human resources.
• HRP determines the numbers and types of employees
  to be recruited into the organisation or phased
  out of it.

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THE USES AND IMPORTANCE OF HRP

• HRP is concerned with the flow of people into,
  through and out of an organization. HR planning
  involves anticipating the need/demand for staff,
  the supply of staff and the planning the programs
  necessary to ensure that the organisation will
  have the right mix of employees and skills when
  and where they are needed.
• HRP uses to
• - Balancing the cost between the utilization of
  plant and manpower needs.
• - Determine recruitment needs
• - Determining training needs
• - Management staff career development.

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THE RATIONAL FOR FORMAL HRP

• More effective and efficient use of people at
  work
• More satisfied and better developed employees
• More effective and equal opportunity of
  employment planning e.g recruitment and career
  development

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HRP PROCESSES AND STAGES

• Situational analysis and environmental scanning
• Forecasting demand for human resources
• Analysis of the supply of human resources
• Development of plans for action
• - Demand supply ( no action)
• - Surplus of workers ( reduced hour, layoffs,
  early retirement , downsizing )
• - Shortages of workers ( overtime , recruitment
  , transfer, secondment)

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THE ACTIVITIES OF HRP

• The major activity of HRP is to forecast and
  estimates the demand for manpower needed to meet
  the objective of the organisation and to analyse
  the supply of manpower in the organisation.
• Demand forecasting the assessment of future
  employee requirements. How many and what type of
  people will be needed to carry out the
  organisations plan in the future?
• Analysis of supply the assessment of current
  and future employee availability ( the number of
  people currently employed by the organisation.)

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THE METHODS OF ESTIMATING MANPOWER DEMAND

• Expert forecast based on the judgement of those
  who are knowledgeable of future of HR needs.
• Trend projection forecast analysis on past and
  future trend of employment needs by using
  statistical analysis. e.g production ration,
  staffing ratios
• Computer modelling are a series of mathematical
  formula to estimate work force changes eg
  multiple regression model.

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ESTIMATING MANPOWER SUPPLY

• To analyse the current internal supply and the
  future supply, planners needs some supply
  information system. Eg A simple staffing table
  that shows the number of incumbent in each job
  within the organisation.
• The source of manpower supply information

Internal supply External supply
employment audit replacement chart employer growth labour market analysis Demographic analysis
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FACTORS INFLUENCE MANPOWER SUPPLY AND DEMAND
EXTERNAL ORGANISATIONAL WORKFOCE
Economic Social and politics technology strategic plan budgets sale and production forecasting organization design Retirement Resignation Termination Deaths
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MANPOWER PLANNING IN THE MALAYSIAN PUBLIC SECTOR

• JPA is responsible to -
• Determine the role of the public sector
• Determine the size and organizational structure
  of public agencies
• Determine the staffing needs and human resource
  development
• Determine the remuneration and retirement
  benefits
• Determine the implications of privatization /
  segregation of public sector human resources and
• Developing strategic alliances and partnerships ,
  networking .

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TUTORIAL

• Define HRP
• Explain the processes and stages of HRP
• Describe the objective and purpose of HRP in an
  organisation
• Explain the steps can be taken by the management
  to overcome sour problem of overstaffing.
• Discuss the problems that hinder effective
  planning of human resource in the public sector.

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THAT ALL FOR TODAYSEE YOU AGAIN NEXT
LECTURELESSON 3JOB ANALYSIS AND DESIGN