LPM PROJECT BY FIRM B27

Def:- A process to evaluate a firm's existing HR in comparison with its

future needs with regard to the quality and quantity and competent
personnel in line with the firms objectives at that particular time and
making the necessary actions including acquiring training,
redeploying and discarding human labor.

Objectives of HRP
Attain and retain the right no of people with right skill at the right
time
Optimum use of human resource in order to achieve organization’s
goal
Anticipate deficits and surpluses of people – forecasting
Importance of HRP
Ensures adequacy of available personnel in a cost and time effective
manner
Provides a pool of people with the right no. of people and the right
kind of skills
Important in executing future plans of the organization
Types of HRP
Hard vs Soft HRP
1940's – It was used to allocate staff and focused on employee productivity

1950's - After 2nd world war, personnel management included a wider range of service;
salary administration, basic training and advice.
Focus was on operation other than strategic level

1960's – Due to increase in technologies, there was increase in demand of talented

persons which focused on balancing demand and supply.
Firms failed to provide accurate forecast leading to decline or collapse of firms

1970's – Increase in no. of people solely engaged in personnel work due to increase in
legislation, regulations and court decisions
Man power planning termed as Human resource planning

1980's-90's - emphasis was placed on employee attitudes and firms strategies

HRP ensured current demand of employees and also forecast on future demands

20th Century - People’s knowledge and skill was the most valuable resource needed in
a firm
The goal is to ensure the appr. numbers of right people are in right place in the
right time
INTRODUCTION TO CASE STUDY
 Existence of practical set of facts to develop a HRP
An interesting and emerging area of law: Sports and entertainment
law

Analysing firm Inventory Forecasti Forecasting

Reconcili Monitoring
objectives and of present ng for HR supply of
ation plan and control
plans HR demand HR
Constitution of Kenya
Employment Act, 2007
Advocates Act
Leadership and Integrity Act
Labor Institutions Act, 2007
Labor Relations Act
Labor Institutions Act
Work Injury Benefits Act
Occupational Safety and Health Act, 2007
Judicial Service Act 2012 & Judiciary - Human Resource Policies and
Procedures Manual, September 2014
Public Service Commission Act, 2017 & Public Service - Human Resource
Policies and Procedures Manual, May 2016
Teachers Service Commission Act
ILO Convention No. 142 on Human Resource Development
Forced Labour Convention, 1930 (No. 29) and Abolition of
Forced Labour (No. 105)
ILO Convention No 100 on Equal Remuneration
Convention,1951 (No. 100)
The convention on Discrimination (Employment and
Occupation) (No. 111)
Convention on Elimination against of All Forms of
Discrimination against Women (CEDAW)
Weekly Rest Industry Convention of 1921
CHALLENGES
Insufficient funds to develop a HRP
Challenges in integrating HRP with organizational
structure
Perception that there is surplus in skilled labor
resulting in neglecting of HRP
Difficulty in matching job vacancies creates by HR
planners from pool of applications
Uncertainties: change in law, change in business
environment, technological changes
Poor filing and record keeping systems that led to
incomplete and inaccessible records that hinder the
HRP process
Resistance from employees: example Advocates may
not appreciate mandatory continuous training
RECCOMENDATIONS
Design of short-term plans that may be more cost-
effective
Integration of top management in HRP and good
communication structures.
HRP should be made integral in the company’s
objectives
Collaboration between organization and education
facilities in order to identify relevant people and
investment of training for key skills required
Investment in skilled personnel to develop accurate
HRPs and develop contingency plans. Make HRP
flexible and short-term
Having an effective and efficient record-keeping
system; for example by use of digital records or digital
information systems
Educate employees on the importance of HRP
Focus on employment productivity: Working Mother’s Bill
New considerations in the development of HRP; virtual offices
and part-time, need-based employment
Devolution under the 2010 CoK has led to the devolvement of
HR to the county level: at that level, county government will be
required to participate in HRP for counties.
Technological advancement had led to the development of
Human Resource Information Systems (HRIS) which provides
data required for HRP : e.g. Judiciary