Presentation On: Human Resource Planning
Presentation On: Human Resource Planning
Presentation On: Human Resource Planning
Type and
strategy of HRP Outsourcing
organization
Labor
Time horizons market
Prevent Overstaffing and Understaffing
Ensure the organization has the right employees with the right
skills in the right place at the right times.
Ensure the organization is responsive to changes in its
environment.
Provide direction and coherence to all HR activities and
systems.
Unite the perspectives of line and staff managers
To forecast economic and business To prevent overstaffing and
environment understaffing
To estimate future demand of To ensure employee availability
numbers and types of skills by To ensure that the firm is
various industries
responsive to the environment
To ensure more effective
utilization of HR To provide direction to al HR
To make labor supply projections activities
for the future To build line and staff
To ensure effective labor supply to partnerships
different industries through
activities such as interacting with
educational institutions.
Its Importance.
It
captures different talent
pools.
It
captures career plans and
grooms right number of
individuals.
Competitive Growth of
Business services
Environment economy
Government
Legislations
and Technological
Regulations Significance Advancement
of HRP
Labour Knowledge
Market economy
changes and
Increase in knowledge
Productivity workers
Pressure to increase revenue and cut down costs.
Firms starting to become lean.
Poaching increasingly challenges employee retention.
Increased attrition and employee turnover in industries.
E.g. Increased contractual or part time hiring.
Jobs increasing in service sector than in manufacturing.
For e.g. shifting focus from production, chemical or civil
industry to IT, Telecom or banking.
Shift of focus from Employee skills to employee competency
and talent.
Occupational shift from manufacturing sector to knowledge
sector.
Technologies are rapidly changing and so are their production
processes and other supporting functions.
Result is changing job specifications and descriptions.
Increased need to recruit suitable human resource at the right
time.
• Several industrial sectors including manufacturing , are
becoming knowledge and skill intensive, with new
innovation resulting in quality improvements and cost
reductions.
• The numbers of jobs in manual and skilled categories are
going down in the knowledge economy.
Competition has contributed to rising productivity. Labour
productivity in Indian industries has increased steadily since
the mid –nineties and number of workers has been declining
steadily.
The transformation of the labour market in recent years is
another factor that has implications for HRP.
A labour market is a geographical region where the supply
and demand of labour interact.
Government policies and regulations relating to employment
influence HRP.
Affirmative action requires firms to hire women, members of
minority groups, and disabled people. The reservation of jobs
and seats in educational institutions limits both supply and
demand.
External Environment
Internal Environment
Strategic Planning
Promotions
Transfers Quits
Current Staffing
Promotions Level Terminations
Employees In Employees Out
New Recruits Retirements
Recalls Deaths
Layoffs
PURPOSE
.
Identify key positions and possible successors for each of these positions .
For Example :-
J. Smith
V.P Marketing
S. Anderson
R.Jones C.Williams
Director Marketing
Sales Director Productions Manager
Research
Ready now 15 months
1 year
1. To ensure that key positions remain filled.
Tell
Unrealistic expectations Retention Strategy
and implied contracts
It is a part of planning process which anticipate the need for
groups of employees in specific , usually lower level jobs( for
ex., number of customer service representatives needed) and
the general skills employees need to ensure sustained high
performance.
Forecasting the demand for employees
i. Unit forecasting ( Bottom up planning)
ii. Top down forecasting
Analysis of Matrix
Retention levels
Servers 80%
Hosts 70%
Buspersons 40%
Forecasting levels
Incumbents Servers Hosts Buspersons Exits
60 Servers 48 6 6
10 Hosts 1 7 2
20 Buspersons 3 1 8 8
Totals 52 14 8 16
• OUTSOURCING – Serves as a source of HR for a firm.
• Serves as a way for filling the gaps that exist in the HR plan,
or shortage in the workforce
• Decision may be driven by business objectives
There are 4 stages of the outsourcing process
1. Analysis and Evaluation
2. Contracting and Negotiation
3. Initiation and Transition
4. Stabilization and maintenance of outsourced relationship
Stage 1 – Analysis and Evaluation
Retain HR talent
Do not outsource HRP
Consider alternatives to outsourcing
Stage 2 – Contracting and Negotiation
Evaluate Vendor organization
Design internal organization
Stage 3 – Transition
Employ a phased approach to transition
Build a transition team
Stage 4 – Stabilization and Improvement
Build in continuous improvement and flexibility at the
vendor
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