Human Resource Planning Current Assessment Future Assessment Developing

Human Resource Planning: - Current Assessment - Future Assessment - Developing a Future Plan Presented by- 1 Didriksha Saikia(11) Geetanjali Mallick(12) Gitali Gohain(13) Harshita Sahu(14)

2 Contents: § Introduction § Current assessment § Future assessment § Developing a future plan § Conclusion

3 Introduction: § Human Resource Planning: Assessment of Human Resource requirements and time and stages of requirement. § Right Person—At Right Place—At Right Time § Also known as manpower planning, personnel planning or employment planning.

Current Assessment of Human Resource Planning: § Assessment of the current human resource availability in the organization is the foremost step in human resource planning. It includes a comprehensive study of human resource strength of the organization in terms of numbers , skills, talents, competencies, age, qualification, experience etc. 4 § At this stage , the consultants may conduct extensive interviews with the managers to understand the critical HR issues they face and workforce capabilities they consider basic or crucial for various business processes.

5 Future Assessment of Human resources: Future assessment of human resource known as Human Resource (HR) demand forecasting is the process of estimating the future quantity and quality of people required. The basis of the forecast must be the annual budget and long term corporate plan, translated into activity levels for each function and department. HR demand forecasting must consider two factors- both external as well as internal. s nd domestic), economic External tition(foreign climate, laws and regulatory bodies, changes in technology and social factors. Internal factors include budget constraints, production levels, new products and services, organisational structure and employee separation.

6 Forecasting Techniques: 1. Ratio-trend analysis This is the quickest HR forecasting technique. The technique involves studying past ratios. 2. Regression analysis This is similar to ratio-trend analysis where forecast is based on the relationship between sales volume and employee size. But regression analysis is statistically more sophisticated. 3. Work-study techniques This technique can be used when it is possible to apply work measurement to calculate length of operations and the amount of labour required. 4. Delphi technique This technique is named after the ancient Greek Oracle at the city of Delphi. It is a method of forecasting personnel needs.

7 5. Flow models a). Determine the time that should be covered. b). Establish categories, also called states, to which employees can be assigned. c). Count annual movements ( also called flows) among states for several time periods. d). Estimate the probability of transitions from one state to another based on past trends. Demand is a function of replacing those who make a transition. 6. Other forecasting techniques New venture analysis will be useful when new ventures contemplate employment planning.

Developing a future Plan: Steps in Human Resource Planning 1. Understanding Goals and Plans of the Organisation 2. Assessment of Current Human Resources Situation 3. Forecasting of Human Resource 8 4. Implementation of the Program 5. Evaluation and Feedback

9 Conclusion: Human Resource Planning begins with a forecast of the number and types of employees needed to achieve the organization’s objective. The key factor in success of organization is improving of human resources. Proper planning and implantation of human resources system will results overall development of organizations.

Reference: 10 § https: //www. poppulo. com/blog/human-resource-planning-process/ § http: //www. yourarticlelibrary. com/human-resources/steps-in-human-resource-planningexplained-with-diagram/32358 § https: //www. managementstudyhq. com/

11 Thank you