hrp mini guide: vol 1

1.HRP dynamics

• Is the first component of HRM strategy
• All other functional HR activities are derived from and flow out of the HRP process.
• Has its basis in considerations of future HR requirements in light of present HR capabilities and capacities.
• Is proactive in anticipating and preparing flexible responses to changing HR requirements.
• Has both an internal and external focus.

2.HRP planning issues or why HRP

• How do we manage staffing in times of recession or expansion?
• What impact does technology change, mergers or relocation have on staffing issues?
• Do we always have the right people in the right jobs at the right time?
• How do we get our human resources: buy them or make them or both?

3.Major objectives of hrp

Preventing understaffing and overstaffing

Ensure the organisation has the right employees with the right skills at the right place at the right time

Ensure the organisation is responsive to changes in its environment

Provide direction and coherence to all HR activities and systems

4.Environment Scanning

4.1 External environment Scanning

The systematic monitoring of the major external forces influencing the organization. These forces are

Economic factors

Competitive trends

Technological changes

Political and legislative issues

Social concerns

Demographic trends

Techniques

–Tracking trends and developments in external environment,

–Documenting implications for management of human resources, and

–Ensuring implications receive attention

Examples of external influence on staff

4.2 Scanning the internal environment

Cultural audit - audit of the culture and quality of working life of an organization

How do employees spend their time?

How do they interact with each other?

Are employees empowered?

What is the predominant leadership style of managers?

Scanning Techniques

Internal scanning involves

Informal discussions with key managers

Conducting employee attitude surveys

Monitoring key indicators

ØEmployee performance

ØAbsenteeism

ØTurnover

ØAccidents

Identifying nagging personnel problems

Assessing managerial attitudes regarding HR

4.3 Benchmarking

The process of comparing the organization’s processes and

practices with those of other companies.

5.HRP MODEL