The process of analyzing the needs for and availability of Human Resource so that the organization can meets its objectives.

It allows the organization to create appropriate working environment.

effective HR planning

Is the determination of the overall organizational purpose and goals and how they are to be achieved.

The 2 Important Components of the Human Resource Planning

Forecasting human requirements involves determining the number and types of employees needed.

When the employees requirements have been analyzed, the firm determines whether there is a surplus or shortage of manpower.

Aspects of Human Resource Planning

In the world of business condition and forecast the manpower needs to plan and monitor closely.

Analyzing, improving and monitoring the performance of each employees and of the organization as a whole .

Determining, planning and monitoring the carrier aspirators of each individual in the organization and developing them for improve productivity.

Assessing and determining the developmental needs of managers for future succession requirements.

Five steps to Human Resource Planning

Determining the workload inputs based on the corporate goals and objectives Several factors that should be considered in determining work inputs:

Planning Techniques in HR Management

This Technique requires detailed information of the experiences and training of every individual in the organization.

this technique wherein the personnel who are promotable to the higher positions are identified together with their backup or understudy.

setting of objectives flows from the top to bottom in the organization so that everyone gets chance to make contribution

the HRP Must have the manpower in the organization that is ready to take over existing jobs on a one on one basis with in the organization.

this technique involves the supervisors and personnel in every component of the organization on the identification of manpower needs in terms of skills, replacement, policy , working conditions and promotions.

this approach known as successor planning takes into consideration of the different components of the old plan and increase them.

Common Weakness in Human Resource Planning

A plan will fail through an inherent weakness of having covered too many aspects of personnel management at the very early stage of HRP in the firm or in an organization .

The use of so many techniques sometimes leads to the gathering of so much information.

There are planners in HRP who sometimes make the mistake of being drawn towards emphasizing the quantitative aspects of personnel management to the neglect of the quantitative side .

When top management has a low regard for human resource activities for the HR , they give little encouragement to HRP activities , ignore the plan and withdrawn support for the plan implementation.

When HRP is pursued for its own sake or for narrow viewpoint of concentrating on HRD, the effort leads to the formulation of a plan that does not interphase with organizational development.

Any plan to develop the personnel and to improve the conditions of work must use the feedbacks from the line supervisors , since they are the ones who are handling the personnel in the organization.

Four Basic Terms of Manpower Forecasting

forecasting is usually done for a period of five years or more

refers to reasonable and predictable movement that occur over a period of one year or more .

this is a reasonable prediction change over a period of one year.

this is one occasion where there is no special pattern and it is quite difficult to predict or determine.

Human Resource Forecasting Techniques

It uses the organization’s current level of employment as the starting point for determining future needs. The starting point is the organizational structure pattern .

this forecast uses the progression upward methods from the lower organization units to provide aggregate forecast of employment needs.

This methods uses the past employment levels to predict future requirements . Predictor Variables – this are the known factors that have an impact on the employment .

It is a technique for the testing of alternatives on mathematical models representing the real world situation.

The Important Elements in Strategic Human Resource Planning

The human Resource Planning process should be tied up with the organizational strategic goals.

The second is the planning process the forecasting of human resource needs based on business strategies , production , plans and the various indicators.

Third is the planning process in maintaining accurate information concerning the composition ,assignments and the capabilities of the current workforce.

a process of estimating the number of current of employees and those employees that would be available in the future.

A planning process that is comparing what is needed with what is available in terms of number , mix, skills and technology.

It is very important to the company to constantly monitor the effectiveness of both strategy and the implementation process.

an organized approach obtaining relevant and timely information on which base in Human Resource decision. An effective HRIS is crucial to sound human resource decision making . It is designed to provide information that is SMART .

WHAT IS S-M-A-R-T ?

information must be systematically and must have contain the needed data.

Information are essential tools for the effective manpower planning, retention, development , and separation of employees .

All the data information stored in the file must be applicable in making human resource decision. The irrelevant data must be discarded .

All the result information and all the decisions derived must be both acceptable to the management and to the employees concern.

The need for timely decisions are very crucial to the effective management of Human Resource .

HRIS also produce several important reports related to the business operations.

It summarized the schedule basis , like current manpower status, regular employees , contractual employees, the supervisors and also the managerial employees.

This information may contain confidential data that are available only for the managerial decision making and needed an immediate attention .

The management may demand some reports for analysis.

This cover increase or decrease in manpower requirements based on a specific situations.

Software Application for HRM

Common applications used in the are of staffing includes the following :

It involves companies specific applications in determining future employee turnover , growth rate and the promotion pattern.

2. Human Resource Planning It involves companies specific applications in determining future employee turnover , growth rate and the promotion pattern.

Refers to the workforce labor supply and the demand analysis .

Refers to number of new hires, transfer and promotion .

It pertains the information about the employees and who are about to retire and also the classification of employees for promotion and the employees that are lack of basic skills .

Refers to the employees performance rating , disciplinary actions and work role violations

Refers to the primarily track down the needs for the employees training program, courses to attend and the educational qualifications.

These includes the payroll, job evaluation, salary planning and the analysis if executive compensation planning and management benefits .