HUMAN RESOURCE PLANNING

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HUMAN RESOURCES

• STRATEGIC PLANNING

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HUMAN RESOURCE PLANNING

• Right number of people with right skills at right
  place at right time to implement organizational
  strategies in order to achieve organizational
  objectives
• In light of the organizations objectives,
  corporate and business level strategies, HRP is
  the process of analyzing an organizations human
  resource needs and developing plans, policies,
  and systems to satisfy those needs

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HUMAN RESOURCE PLANNING

• Setting human resource objectives and deciding
  how to meet them
• Ensuring HR resource supply meets human resource
  demands

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HRP Process

• Interfacing with strategic planning and scanning
  the environment
• Taking an inventory of the companys current
  human resources
• Forecasting demand for human resources
• Forecasting the supply of HR from within the
  organization and in the external labor market

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HRP Process Cont.

• Comparing forecasts of demand and supply
• Planning the actions needed to deal with
  anticipated shortage or overages
• Feeding back such information into the strategic
  planning process.

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Example of the Basic Human Resources Planning
Model
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Organizational Objectives
Human Resource Requirements
Human Resource Programs
Feasibility Analysis
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HRP Model

• Strategic Human Resource Planning
• Links 1 5 HR objectives are linked to
  organizational objectives and planning
• Designed to insure consistency between
  organization's strategic planning process and
  HRP.
• So objectives of strategic plan are feasible and
• HR programs are designed around what
  organizational objectives and strategies require
  in terms of human resource goals

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Example of the Basic Human Resources Planning
Model
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Organizational Objectives
Human Resource Requirements
Human Resource Programs
Feasibility Analysis
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HRP Model Cont.

• Operational Human Resource Planning
• Steps 2,3, 4
• Ensure HRP programs are coordinated and allows
  the organization to meet its human resource
  requirements.

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Example of the Basic Human Resource Planning Model
Open new product line Open new factory and
distribution system

• Develop staffing for new installation
• Production workers
• Supervisors
• Technical staff
• Other managers

Recruiting and training programs
feasible Transfers infeasible because of lack of
managers with right skills
Recruit skilled workers Develop technical
training programs Transfer managers from other
facilities
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Develop new objectives and plans
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Recruit managers from outside
Too costly to hire from outside
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