HRM Techniques I Unit 3 - HR Planning PDF

 CONTENT 1.Introduction. 2.Definition of HR Planning. 3.Objectives of HR Planning. 4.HR Planning process. 5.HR Planning responsibilities. 1. Introduction BASIC HR PROCESSES Job Analysis Job Design/Re-design HR Planning  2. Definition of HR Plann...

 CONTENT 1.Introduction. 2.Definition of HR Planning. 3.Objectives of HR Planning. 4.HR Planning process. 5.HR Planning responsibilities. 1. Introduction BASIC HR PROCESSES Job Analysis Job Design/Re-design HR Planning  2. Definition of HR Planning. It is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’ Bulla & Scott (1994) It addresses human resource needs both in quantitative and qualitative terms, which means answering two basic questions: first, how many people, and second, what sort of people?  Hard and soft human resource planning Hard human resource planning is based on quantitative analysis in order to ensure that the right number of the right sort of people are available when needed Soft human resource planning is concerned with ensuring the availability of people with the right type of attitudes and motivation who are committed to the organization and engaged in their work, and behave accordingly  3.Objectives of HR Planning. The aims of human resource planning in any organization will depend largely on its context but in general terms, the typical aims might be to  Attract and retain the number of people required with the appropriate skills, expertise and competencies;  Anticipate the problems of potential surpluses or deficits of people;  Develop a well trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment;  Reduces dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development strategies;  Improve the utilization of people by introducing more flexible systems of work. 4.HR Planning process. Armstrong (2006, p. 370) 4.HR Planning process. Business defining future activity levels and initiatives strategic plans: demanding new skills. Resourcing planning to achieve competitive advantage strategy: by developing intelectual capital assessing in broad terms where the Scenario organization is going in its environment and planning: the implications for human resource requirements. estimating the future demand for people Demand/supply (numbers and skills), and assessing the forecasting: number of people likely to be available from within and outside the organization.  Labour analysing actual labour turnover figures turnover and trends as an input to supply forecasts. analysis: Work analysing the environment in which people work in terms of the scope it environment provides for them to use and develop analysis: their skills and achieve job satisfaction. Operational analysing productivity, the utilization of people and the scope for increasing effectiveness flexibility to respond to new and changing analysis: demands. The components of resourcing strategy plan for finding people from Resourcing the org. and/or training them to learn more skills or attract plans best candidates as the ‘employer of choice’ planning for increased Flexibility flexibility usign HR-> best use plans of people adapting swifly to changes Retention Plans for retaining people plans the organization needs 4.HR Planning process. Other models CIPD (2021) 4.HR Planning process. Other models https://www.aihr.com/blog/human-resource-planning-process/ 4.HR Planning process. Other models https://www.aihr.com/blog/human-resource-planning-process/ 4.HR Planning process. Other models How to use skills to identify development opportunities? https://www.aihr.com/blog/human-resource-planning-process/ 4.HR Planning process. Other models https://www.aihr.com/blog/human-resource-planning-process/ 4.HR Planning process. Other models Scenario planning is a way to brainstorm situations that may affect the direction of your organization and labor requirements in the future. Consider technological advancements, economic changes, new government regulations, etc., and consider how you can be flexible and which precautionary measures to take. https://www.aihr.com/blog/human-resource-planning-process/ 4.HR Planning process. Other models https://www.aihr.com/blog/human-resource-planning-process/  Class activity: What is the relationship between these concepts? Explain each of them Managerial/expert Labour turnover judgement Stability index Demand forecasting Survival rate Work study techniques Labour turnover index Supply forecasting Cost and reasons for turnover Benchmarking labour turnover Action planning Flexibility plan Resourcing plan Part-time workers Internal resourcing Job sharing Recruitment plan Home Employer of choice working/teleworking Downsizing plan plan Subcontracting Flexible hour arr. Overtime arr. Shift working arr. 5.HR Planning responsibilities. https://www.aihr.com/blog/human-resource-planning-process/  HR Planning is essential. It is a part of basic processes with Job Design and Job Analysis.  HR Planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’.  There are a hard HR planning that is based on quantitative analysis and the soft HR planning, based on qualitative aspects like the motivation and attitude  The aims of HR planning will depend on the Company’s context, but it tends to attract and retain the appropriate workforce with the appropriate skills and competence and, adjusted to the organizational needs. References 1- ARMSTRONG, M. (2006). A Handbook of Human Resource Management Practice. -> Chapter 25: Human Resource Planning (pp 363-388) 2- CIPD (2021) Workforce planning Factsheet Available on: https://www.cipd.co.uk/knowledge/strategy/organisation al-development/workforce-planning-factsheet#8049 (1) and (2) available on Moodle platform.