Dear HR Professional,



FYI...



Manpower Planning / Human Resource Planning:

 HR is a biggest asset for any organization

 The people who are at work

 HR Procurement means obtain something/we ensure the human resource in the organization

 Right number and the kind of manpower in the organization

HOW Framework: Process of HR Procurement

If any org wants to recruit any individual that how the org starts from…



HRP Staffing starts from HRP, Planning means how is to done and what to be done

How do we hire applicant and what kind of people with number.



Importance HRP:

Identifying human for future need based on abilities and talent and what time we are going to hire these individuals.

HRP is also forecast your future requirement on what kind of abilities and where you are going to deploy at client location or onshore or offshore and which location and which project and when we required these people for which dept etc.,



Rightsizing is a function of management where the org looking for cost cutting.

Ex: 100 emp’s available but that project required 80 is good enough remaining 20 is surplus/excess.

Rightsizing means understand the need of the organization what kind of employees and number of employees required based on the management decision for more or less.



Correlate the other function is cost cutting may be my org is required 80 employee but we’re going bare 100 employees. Here am going to pay 20 emp’s pay unnecessary. My org. incurring 20 employees go with Layoff’s to cutting down the cost that who are not performing well.



Downsizing refers to the reduction of a company's labor force. Instead of firing workers, however, the employer shrinks the payroll by permanently eliminating positions. This approach has gained popularity since the 1980s for companies looking to cut costs during tough economic times, or to improve efficiency and performance. Some employers may also try cutting employees' hours, or instituting unpaid vacation days as less devastating alternatives. Employers who downsize must still follow state and federal notification laws.



Examples:



Right Sizing: With help of manufacturing industry example, I will try to clear the difference between both terms. In manufacturing industry, we have MAN TO MACHINE RATION for example 2:1. we have 50 machines then we can hire only 100 employees, but we actual have the 110 employees the 10 employees are excess than actual, if we fire them(10 employee) this will be called right sizing because we again come at right position.



Downsizing: with reference to above example if management decide to reduce the ratio, means 1.5:1,then we reduced the size of employee from 100 to 75.this will be the downsizing



Succession Planning: There is diff levels of management like top/middle/Lower etc.,

Example: HR Dept like Manager/VP/CEO/Executive/Sr. Mgr etc., Incase if VP hr is leaving, do you think that somebody from lower mgt who can take this opportunity or do you think that incase VP is leaving Sr.Mgr can promote the VP level. This is something we called Succession planning. That we planned within from the org can be hire somebody and he can be promoted that level. This is another function comes under HRP.



We will consider what kind of talent we have already what kind of talent we need to hire in future.



Sometimes one talent resource can utilize multiple jobs.



What kind of people do we have and how many numbers of people we need in future.

Forecasting means thinking about the future/predicts the future.

2013 - Let say you saw turnover 20 emp’s. 20 emp’s left the organization later 2014 30 emp’s joined later 30 emp’s are left. That means you know how many people are leaving the org. then we correlate with forecasting technique. For 2015 am going to plan. Will you internally promote and will you hire these people or transfer employees from one location to other.

Turnover means left the employees from the company.



Strategy: Plan of action



1. Employee Requisition: Planning of the HR, then we need to understand number of manpower required for dept wise, Quantity based on the above form we are going to collected.



2. Recruitment: Based on the number of manpower, we are inviting number of applicants in to the org. and generate the pool of applicants.



3. Job Analysis: Collecting the info about the job. Inviting the applicants from various sources.



Job Description: Tasks and duties of an any individual



Job specification: Knowledge, skills, abilities



Example: If am hiring for the post of manager and we are looking for min of 10 years of exp with MBA qualifications.



Then we are moving to various screening tools for individuals



4. Knowledge Test for Subject level

Individual has go through different tests based on the requirement like aptitude/Technical.

Interview: After clearing test she she/he may qualify for next level/phase

Interview does not mean F2F/one on one interview in a group and some times interview does not have more time to conduct for an each individual for some times. In that case company will decide to conduct for GD for group of final qualified applicants.

Sometimes organization may also conduct stress round for final applicants.

Final employment: individual applicants qualified with test and interview giving the offer letter to the individuals then conducting Induction process.

Making the individual familiar with the organization culture and policies

Individual at least should know for what kind of job he/she gets selected.

Induction is the first impressions that the company creates an individual by the way greet the employee and by the way treats the employee.

HR are the biggest asset in any org and creativity is the biggest asset of the HR. Without creativity they would be no progress.

Org needs to survive for the people and by the people.

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.



Job Analysis: Job Description – Tasks and duties

Job specification: Knowledge, skills, abilities

Forecast labour/manpower supply/demand for internally and external skills

Should be match labour/manpower supply/demand

May Be Layoff’s – A permanent discharge/dismissal from the work

Early retirements/Resignation/Natural deaths etc.,



The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR planning is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover.



Human resource is the most important asset of an organisation. Human resources planning are the important managerial function. It ensures the right type of people, in the right number, at the right time and place, who are trained and motivated to do the right kind of work at the right time, there is generally a shortage of suitable persons.



The enterprise will estimate its manpower requirements and then find out the sources from which the needs will be met. If required manpower is not available then the work will suffer. Developing countries are suffering from the shortage of trained managers. Job opportunities are available in these countries but properly trained personnel are not available. These countries try to import trained skill from other countries.



Here, human resource means skill, knowledge, values, ability, commitment, motivation etc., in addition to the number of employees. Though accomplishment of organisational objectives and goals is the primary concern of the human resource planning, concern for the aspirations of the people and their well-being has equal importance in it. In fact, the human resources planning must result in humanization of work environment.



Characteristics:



1. HRP is a forward looking or future oriented.

2. HRP is a ongoing or continuous process.

3. HRP is a integrated part of corporate planning.

4. The basic purpose of HRP is to make optimum utilization of an organization’s current and future HR.

5. HRP has both qualitative and quantitative aspects.

6. HRP is primary responsibility of Management.

7. HRP can be long term or short term.



IMPORTANCE OF HRP



The significance of human resource planning can be discussed at 16 levels.



• Future personnel needs

• Coping with change

• Creating highly talented personnel

• Protection of weaker sections

• International strategies

• Foundation for personnel functions

• Increasing investments in human resources

• Resistance to change and move

• Other benefits

• Part of strategic planning

• Linking business strategy with operational strategy

• Minimizing the risk of loosing

• HRP needs for HRD

• HRP is pro-active not reactive

• HRP is not in isolation

• HRP is promotes awareness



Regards,

Bharghav HR Solutions

bharghavhrsolutions@gmail.com

http://bharghavhrsolutions.blogspot.in/