1. Forecast HR Demand Forecasting the future employee needs can be done using several methods such as Delphi method, Unit Forecasting, Formal Expert Survey, Trend analysis etc.
2. Estimating the HR Supply HR supply is the internal employees who can be promoted and transferred using a Management or Skill inventory and the unemployed who are seeking jobs or the employed but seeking better opportunities.
3. Then the HR demand should be compared against the HR Supply. This will result in an excess or shortage of employees for the future.
4. Strategies should be formulated to avoid the excess/ shortage. Excess can be deal with by freezing recruitment, offering VRS, transferring to other branches etc while hiring employees, getting existing employees to do over time; out sourcing etc can be done for shortage of employees.
5. Evaluating the MPP process- When the actual period arrives you can asses how accurate your MPP efforts were.
Hey, hope this helped out!!!!!!!
10th February 2007 From Sri Lanka
Human Resource Planning is identified in Short range plan & Long range plan as per the corporate strategies. According to the requirement the planning is forecast from National Level Plan, Sectorial Level Plan & Industry level Plan. In Contract to the above the planning is done company level plan, Organisational Level Plan & Job/ Task level plan.
The Key elements of Process:
1. Forecasting the demand.
2. Analyzing the supply
3. Considering the Demand & Supply.
So HR Planning Model is as follows:
Forecast:(Demand) Forecast: (Supply) Balance (Supply & Demand)
1. Economics 1. Management Inventories Recruitment (Shortage): Full-time, Part-time
2. Technology 2. Hierarchical Chart Reduction (Surplus) : Termination, Layoff,
3. Financial resources 3. Replacement chart/ Succession Planning. Absenteeism,
4. Product / Service demand 4. Records in terms of Skill inventories Demotion, Retirement.
5. Environmental changes 5. Markov Analysis
6. Management Philosophy/ policies & Procedure External:
1. Govt. Policies
2. Labour Migration/ Relocation/ Mobility
3. Unemployment rate
4. Workforce Qualification/ Experience
5. Demographic changes
31st May 2014 From India, Bhubaneswar