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    Factors Affecting HRP

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    Dharani C K
    Human Resource Planning (HRP) involves forecasting the demand and supply of human resources and developing plans to fulfill an organization's future needs. It helps ensure an organization has the right number and types of employees with the necessary skills in place. Key factors that affect HRP include the type and size of organization, environmental uncertainties, availability of quality data for forecasting, and labor market conditions. HRP time horizons can range from short-term plans of 6 months to a year to long-term plans spanning 3 to 20 years.

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    Factors Affecting HRP

    Uploaded by

    Dharani C K
    13 views10 pages
    Human Resource Planning (HRP) involves forecasting the demand and supply of human resources and developing plans to fulfill an organization's future needs. It helps ensure an organization has the right number and types of employees with the necessary skills in place. Key factors that affect HRP include the type and size of organization, environmental uncertainties, availability of quality data for forecasting, and labor market conditions. HRP time horizons can range from short-term plans of 6 months to a year to long-term plans spanning 3 to 20 years.

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    Human Resource Planning (HRP) involves forecasting the demand and supply of human resources and developing plans to fulfill an organization's future needs. It helps ensure an organization has the right number and types of employees with the necessary skills in place. Key factors that affect HRP include the type and size of organization, environmental uncertainties, availability of quality data for forecasting, and labor market conditions. HRP time horizons can range from short-term plans of 6 months to a year to long-term plans spanning 3 to 20 years.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    13 views10 pages

    Factors Affecting HRP

    Uploaded by

    Dharani C K
    Human Resource Planning (HRP) involves forecasting the demand and supply of human resources and developing plans to fulfill an organization's future needs. It helps ensure an organization has the right number and types of employees with the necessary skills in place. Key factors that affect HRP include the type and size of organization, environmental uncertainties, availability of quality data for forecasting, and labor market conditions. HRP time horizons can range from short-term plans of 6 months to a year to long-term plans spanning 3 to 20 years.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    Introduction to Human Resource

    Planning
    • Human Resource Planning is the first step in HR management.

    • HRP is a strategy used by a company to maintain a steady stream


    of skilled employees while avoiding employee shortages or
    surplus.

    • It helps to achieve organizational goals and objectives.


    Definition of HRP
    According to Geisler, “ HRP is the process including forecasting, developing
    and controlling by which a ensures that it has;
    • The right number of people,
    • The right kind of people,
    • At the right places,
    • At the right time, doing work for which they are economically most
    useful”.
    Factors Affecting HRP
    • Type and strategy of organization.
    • Organization growth cycles and planning.
    • Environmental uncertainties.
    • Type and quality of forecasting information.
    • Time horizons.
    • Labour market.
    • Outsourcing.
    Type and Strategy of Organization
    • Type of organization is an important consideration since it involves in
    Production process.
    • Number and type of staff needed.
    • Supervisory or managerial personnel required.
    • The strategic plan of the organization defines the organizations needs.
    • Employee must be hired for an organizational growth.
    Organizational growth cycles and planning

    All organizations pass through different stages of growth from the day of its
    inception. The stage of growth in which an organization is determines the
    nature and extends of HRP.
    • Start up or Embryonic Stage
    • Growth Stage
    • Maturity Stage
    • Decline.
    Environmental Uncertainty
    • Environmental uncertainty- Political, social and economic changes affect
    all organizations and the fluctuations that are happening in these
    environments affect organizations drastically.
    • Personnel planners deal with such environmental uncertainties by
    carefully formulating recruitment, selection, training and development
    policies and programmes .
    Type and quality of forecasting information
    • The information used to forecast personnel needs originates from a
    multitude of sources.
    • The forecast depends to a large extent upon the type of information and
    the quality of data that is available to personnel planners.
    • The quality and accuracy of information depend upon the clarity with
    which the organizational decision makers have defined their strategy,
    structure, budgets, production schedule .
    Time Horizons

    • HR plans can be short term or long term.


    • Short term plans spans from six months to one year, while long term
    plans spread over three to twenty years.
    • The extent of time period depends upon the degree of uncertainty that is
    prevailing in an organizations environment.
    Labour Market

    Labour market comprises people with skills and abilities that can be tapped
    as and when the need arises. When one talks about labour supply, the
    following deserve due consideration:
    • The size, age, sex and educational composition of the population .
    • The demand for goods and services in the country.
    • The nature of production technology.
    • Employability of the people.
    Outsourcing
    • Outsourcing – the process by which employees transfer routine or peripheral
    work to the another organizations.
    • Outsourcing is a regular feature both in the public sector as well as in the
    private sector companies.
    • Many of the organizations have surplus labour and hence instead of hiring more
    people they go for outsourcing. Outsourcing is usually done for non critical
    activities.
    • Several organizations outsource part of their work to outside parties in the form
    of subcontract.

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