4. • Considering the organisational objectives and
strategies
• Then both external and internal assessment of
HR needs and supply
• HIRS
5. • Once the assessment are complete , Forecast
must be developed to identify the missmatch
b/w HR Demand and supply
• Company level plan – long range plan
• Departmental Plan - Medium range plan
• Job Plan
- Short range plan
6. Who is responsible for the process ?
• TOP LEVEL Executives/Management
• Plans are usually prepared by the HR dept in
consultation with other corporate heads
8. • Responsibility and accountability for
manpower aspects of various divisions is on
their respective heads .
• Each dept should undertake – own appraisal
of future need forecasting and plans
9. HR dept must offer – counsel and advice to
various divisional heads
• Collect and summarise manpower data
keeping long run objectives and broad
organisational intent .
• Monitor and Mesure performance against the
plan and keep to management informed
10. 3 key element of the Process are
1. Forecasting the demand for labours
2. Performing a supply analysis &
3. Balancing supply and demand consideration.
16. Steps in HR Planning
• Forecasting – get ready for the future
• Inventory – Know your Skilled employees and
deficency
• Audit – We are not live in a static world
• HR Resource plan – Look at career planning
• Action Plan – know where you are growing
• Monitoring and control – it has to be
controlled ,follow up
