PERSONNEL

ADMINISTRATION
LECTURE 4
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• HUMAN RESOURCE PLANNING- The
process of analyzing an organization’s
needs for employees under changing
economic, political, and environmental
conditions and developing subsequent
programmes and policies that address
those needs.
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• HUMAN RESOURCE PLANNING:
• We need to analyze where we at in terms
of the current skills of our employees and
resources within the organization.
• We need to forecast future demands for
our human resource.
• Analysis must be done in the context of
what is happening in the external
environment. (PESTLE).
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Objectives of Human Resource Planning:
• Planning will ensure a reservoir of
available people with appropriate skills
when they are needed.
• By examining employees in organization
we know persons best suited to fill
positions in the future.
• We can identify training needs.
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• Objectives of Human Resource
Planning:
2. Improve motivation and productivity
thereby reducing employee turnover.
3. Make accurate long-term assessment of
the H.R. needs of the organization.
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• Role of the Personnel Administration in
the development of the H.R.P.:
2. Knowledge of goals of organization
important.
3. Possess a holistic view of the
organization since the administrator must
interface with persons from all
departments.
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3. Development of skills inventory.
4. Gathering of information for skills
inventory.
5. Maintaining the skills inventory.
6. Making recommendations to senior
management based on the H.R.P.Having
looked at the supply of workers (current)
and the demand for future workers.
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• Possible action decisions:
• When we compare the demand with
supply and find that the supply of workers
is less than the demand, the following
possibilities are available namely training
and promotion of current employees and
recalling laid-off workers.
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• When comparison of demand for and
supply of employees indicates a
surplus,VSEP, retrenchment are options.
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• SKILLS INVENTORY- major tool used to
assess the current supply of employees.
In some organizations, there will also be a
separate inventory just for managers
known as a management inventory. The
skills inventory serves to note what kinds
of skills, abilities, experiences, and training
the employees currently have.
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• A skills inventory in its simplest form is a
list of names, characteristics and skills of
the people working for the organization.
• Its complexity and format is based on the
size of the organization.
• The means of storage of the information
and the frequency with which we update
the inventory is dependant on the size and
the nature of the organization.