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HRM SESSION : 4 HR PLANNING

Source : Personnel Management by C.B.Mamoria Chapter 8

IMPORTANCE OF HUMAN RESOURCE


What is Human resource ? The total knowledge, skills, creative abilities, talents and aptitudes of an organizations work force as well as the values, attitudes and benefits of an individual involved The sum total of inherent abilities, acquired skills & knowledge represented by the talents and aptitudes of employed persons Most important of all M of the 5 Ms of management

IMPORTANCE OF HUMAN RESOURCE (CONTINUED)


Maximum utilization of the human resource results in achieving individual and organizational goals An organizations performance and resulting productivity are directly proportional to the quantity and quality of its human resources

FEW DEFINITIONS OF HUMAN RESOURCE


PLANNING The process by which a management determines how an organization should move from its current manpower position to its desired manpower position process by which an organization ensures that it has the right number & kind of people at the right place and at the right time, capable of effectively and efficiently completing those tasks that help the organization achieve its overall objectives and the individual receiving the maximum long range benefits

FEW MORE DEFINITIONS

As per Coleman

The process of determining manpower requirements in order to carryout the integrated part of the organization

Stainer defines
Strategy for the acquisition, utilization, improvement and preservation of an enterprises human resources. It relates to establishing job specifications or the quantitative requirements of jobs to determine the personnel required and developing sources of manpower

WICKSTROM SAYS HR PLANNING CONSISTS


OF A SERIES OF ACTIVITIES Forecasting future manpower requirements, either in terms of mathematical projections of trends in the economic environment and development in industry, or in terms of judgmental estimates based upon the specific future plans of a company Making an inventory of present manpower resources and assessing the extent to which these resources are employed/ optimally

Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both quantitatively and qualitatively Planning the necessary programmes of requirement selection, training, development, utilization, transfer, promotion, motivation and compensation to ensure that future manpower requirements are properly met

TO EXPLAIN HR PLANNING VERY SHORTLY


Manpower planning consists projecting future manpower requirements and developing manpower plans for the implementation of the projections But the environment in which an organization works is ever changing How well have you planned Can you be flexible

NEED FOR HR PLANNING

Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience & aptitude

Need for Replacement of Personnel Replacing old, retired or disabled personnel Meet

manpower shortages due to labour turnover Indian Airlines, Gas Authority of


India headless for 10 months

Meet

needs of expansion / downsizing programmes - As a result of expansion of IT


companies the demand for IT professionals are increasing. PSUs offering VRS to employees to retrench staff and labour costs. DOT.COMs firing staff

NEED FOR HR PLANNING (CONTINUED)


Cater to future personnel needs-Avoid surplus or deficiency of labor Nature of present work force in relation with changing environment- helps to cope with changes in competitive forces, markets, technology , products and government regulations

ITI retrained its workforce in new electronic telephone system

OTHER USES OF HR PLANNING


Quantify job for producing product / service Quantify people & positions required Determine future staff-mix Assess staffing levels to avoid unnecessary costs Reduce delays in procuring staff Prevent shortage / excess of staff Comply with legal requirements

STAINERS 9 STRATEGIES FOR A MANPOWER


PLANNER
1.

2.

3.

4.

Collect, maintain & interpret relevant information regarding human resources Report periodically manpower objectives, requirements and existing employment and allied features of manpower Develop procedures and techniques to determine the requirements of different types of manpower over a period of time from the stand point of the organizations goals Develop manpower utilization as component of forecasts of manpower requirements along with independent validation

5.

6.

7.

8.

9.

Employ suitable techniques to leading to effective allocation of work with a view to improve manpower utilization Conduct research to determine factors hampering the contribution of individuals & groups Develop & employ methods of economic assessment of human resources Evaluate the procurement, promotion & retention of effective human resources Analyze the dynamic process of recruitment, promotion and control these processes with a view to maximize performance without involving highcost

LINE VS STAFF MANAGER


Line manager

Staff manager

Responsible for estimating manpower requirements on the basis of estimates of the operating levels

Report about manpower utilization (past & present) Provide advice on MP utilization Administer objective setting procedures Help line managers with forecasting

LEVELS OF HR PLANNING
National Sector Industry Individual unit

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