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    Chapter 2 Manpower Planning Process

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    Vikram Pandya
    Human resource planning (HRP) refers to evaluating and identifying HR requirements to meet organizational goals and ensure competitive advantage. The objectives of HRP include identifying skills gaps, structuring the HR department, and improving customer service. The HRP process involves forecasting future HR needs and supply based on factors like the environment, organizational objectives, and HR programming. It also includes implementing HR plans, controlling surpluses and shortages, and evaluating the process. HRP preparation involves conducting a manpower inventory, audit, and analyzing supply sources both internally and externally.

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    Chapter 2 Manpower Planning Process

    Uploaded by

    Vikram Pandya
    201 views8 pages
    Human resource planning (HRP) refers to evaluating and identifying HR requirements to meet organizational goals and ensure competitive advantage. The objectives of HRP include identifying skills gaps, structuring the HR department, and improving customer service. The HRP process involves forecasting future HR needs and supply based on factors like the environment, organizational objectives, and HR programming. It also includes implementing HR plans, controlling surpluses and shortages, and evaluating the process. HRP preparation involves conducting a manpower inventory, audit, and analyzing supply sources both internally and externally.

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    Human resource planning (HRP) refers to evaluating and identifying HR requirements to meet organizational goals and ensure competitive advantage. The objectives of HRP include identifying skills gaps, structuring the HR department, and improving customer service. The HRP process involves forecasting future HR needs and supply based on factors like the environment, organizational objectives, and HR programming. It also includes implementing HR plans, controlling surpluses and shortages, and evaluating the process. HRP preparation involves conducting a manpower inventory, audit, and analyzing supply sources both internally and externally.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    201 views8 pages

    Chapter 2 Manpower Planning Process

    Uploaded by

    Vikram Pandya
    Human resource planning (HRP) refers to evaluating and identifying HR requirements to meet organizational goals and ensure competitive advantage. The objectives of HRP include identifying skills gaps, structuring the HR department, and improving customer service. The HRP process involves forecasting future HR needs and supply based on factors like the environment, organizational objectives, and HR programming. It also includes implementing HR plans, controlling surpluses and shortages, and evaluating the process. HRP preparation involves conducting a manpower inventory, audit, and analyzing supply sources both internally and externally.

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    of 8

    MANPOWER PLANNING

    Chapter 2 – Part 1
    Human Resource Planning
    Meaning:
    Human resource planning (HRP) refers to the process of evaluation and identification of HR
    requirements for meeting organizational goals to ensure competitive advantage in the marketplace.
    HRP = Manpower planning = Personnel planning = Employment planning
    “Organization should determine how it will move from current manpower position to desire manpower
    position”
    Objectives of HRP:
     Skills Gap – Gap Analysis
     Recruitment – For eg: E-recruitment
     Structure of HR – R&S, C&B, T&D
     Customer Services – Employee - Good Customer Service
    NEED OF HRP

    • To meet up requirements of the organization

    • To counterbalance insecurity and change

    • To check labor imbalance

    • To meet expansion and diversification needs of the organization


    HRP – Process

    Environment

    Organizational
    Objectives and Policies
    HR Need HR Supply
    Forecasting Forecasting
    HR Programming

    HR Implementation

    Control and
    Surplus Shortage
    Evaluation
    ◦ Environmental: Economic, Political, Legal, Social Demographical and Technological changes

    ◦ Organizational Objectives and Policies: HR Plans, Process, Organizational Vision, Mission and Goals

    ◦ HR need and demand: Estimate the future quantity and quality of people required – Internal and External

    ◦ HR supply forecasting: Measure no. of employees inside and outside the company

    ◦ HR programming: Right person for the right job

    ◦ HR plan implementation: Recruitment, Training and Development

    ◦ Control and evaluation:

    ◦ Surplus: VRS, Layoff

    ◦ Shortage: Recruitment and Selection


    HRP PREPARATION – SUPPLY FORECASTING

    • Manpower Inventory – Data Collection Process

    • Manpower Audit – Utilization of present employees

    • Source of manpower supply


    • Internal – Present Employees

    • External – Resignation, Expansion, New Projects and Diversification

    • Process of preparing manpower inventory


    Factors Affecting HRP

    ◦ Organizational Cycle, Growth and Planning – Start up, growth, maturity and decline

    ◦ Environmental Uncertainty – Political, Social, legal and economical

    ◦ Outsourcing – transfer of employees to another division / Organization

    ◦ Nature of Job – Job vacancies, promotions and expansion strategy

    ◦ Type and Quality of Forecasting Information – Organizational Structure, budget and production

    ◦ Time Horizon – Long term plan and short term plan


    Manpower Planning Analysis
    ◦ Markovian Analysis
    ◦ Markovian Analysis – Succession Analysis

    ◦ To forecast the internal labor supply there are different techniques and Markov analysis is one of the important technique. 

    ◦ Demand Analysis
    ◦ Forecasting human resource demand is the process of estimating the future human resource requirement of right quality
    and right number.

    ◦ Ratio Analysis
    ◦ Ratio analysis is one means of ensuring that you have the right amount of employees for the amount of work by
    determining the number of employees needed based on some element of production or sales

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