CONTENTS

What is HR Planning?
Why Human Resource Planning is important?
Features.
Objectives.
Human Resource Planning process.
Benefits.
Challenges for HR planning.



.




What is HR planning?
According to Crane (1974) n Rudman (2002)
HR planning is concerned with much more
than efficient recruitment of new or
replacement employees so that
organisations have the right number and
kind of people in the right place, at the right
time, doing things for which they are
economically most useful.
What is that?
That
is
Change
There is only one
constant in the universe.
Why Human Resource Planning
is important ?
Linking business strategy with
operational strategy:
(Example: Nepal Telecom staff used to operate Wireless
Set before, but at present complex IT equipments must
to handle.)
Minimizing the risk of loosing:
(Example: Government run banks are compelled to upgrade
own staff by providing latest skills and knowledge to them to
compete with other fast growing banking organizations.)
FEATURES

Futuristic
Continuous process
Part of corporate planning
Flexibility
Long term and
short term plans
OBJECTIVES

Optimum utilization of
Human Resource
Meeting personnel
requirement
Prevent disruption of work
Control cost
Training & management
development
Personnel motivation

HR planning process
Organization's strategies and plans
Human resources availability
Human resources requirements
Assessment of human resources needs
Gap analysis
Action planning
Implementation
The Benefits of HR Planning
A systematic and integrated approach to HR policies
and programmes
An improved framework for communicating clearly
defined goals and strategies
Improved employee relations and higher productivity
Higher quality products or services
Greater security and stability of employment
Lower turnover
Improved succession planning
Improved competitiveness and survivability
HUMAN RESOURCE PLANNING
FORECASTING HR REQUIREMENTS (DEMAND ANALYSIS)
(Trying to predict future staffing needs)
Managerial Estimates
Sales Projections
Vacancy Analysis (projected turnover)

FORECASTING HR AVAILABILITY (SUPPLY ANALYSIS)
(Predicting worker flows and availabilities)
Succession or Replacement Charts
Skills I nventories (use of HRI S)
Labor Market Analysis
Markov Analysis (Transition Matrix)
Personnel Ratios
Challenges for HR planning
Continuing competitive pressures to develop new
or different markets, products and services
Greater demand for better services at lower costs
Introduction of new technologies
Restructuring and relocations
Changes in work systems and methods
Changing attitudes among various groups in the
workforce