Introduction

In our day to day activities we need to plan something to do the desired work properly. Organization is not out of it. Rather it is most important for any organization to have proper plan to reach its desired goal. Without proper planning no organization can survive in the competitive market as because of globalization, competition is increasing tremendously. To better compete in the global market, government will need to create and implement corporate strategies to promote itself as a preferred employer investing in progressive HR policies and programs with the goal of building a high-performing organization of engaged people, and fostering and creating a work environment where people want to work, not where they have to work. So proper plan will set the standard for the organization & give direction to work efficiently. Organizations that do not plan for the future have fewer opportunities to survive the competition ahead. Like all other department of the organization, human resource department need to be very crucial for making plan for the organization because they deal with people who are the main asset of the organization. Planning (also called forethought) is the process of thinking about and organizing the activities required to achieve a desired goal. An important, though often ignored aspect of planning, is the relationship it holds with forecasting. Forecasting can be described as predicting what the future will look like, whereas planning predicts what the future should look like. One of the important aspects of planning is that it eliminates bad habits and the fear of failure. Planning also allows us to priorities, focus on what is important, it reduces crisis management and it provides the framework for informed decision making.

Human Recourse planning

Human Recourse planning is the process of ensuring the effectiveness and efficiency to achieve organizations goal. Planning provides direction, reduces uncertainty, and minimizes waste and sets standards. No activities can be done without planning. Here we are going to discuss on human resource planning not only planning.

Proper Human Recourse Planning

HR-planning is the entry point of human resource management. It is concerned with determining human resource requirements, job analysis, recruitment, selection and socialization. HR- planning is also called Personnel planning, & Employment planning. HR1

planning is the process of determining an organization's human resource needs. It is important factor in human resource management programs because it ensures the right person at right place, at right time. It helps the organization to achieve overall strategic objective. To do so it must be linked to the overall strategy of the organization. It evaluates human resource requirements in advance keeping the organizational objectives, operation schedules, and demand fluctuation in the background. HR-planning should be futureoriented, system oriented, and goal directed. It reduces uncertainty, develops human resource, improves labor relations, utilizes human resource and controls human resource. Forecasting human resource requirements, effective management of change, realizing organizational goals, promoting employees and effective utilization of human resource are the main objectives of proper HRplanning.

Why Is Human Resource Planning Important?

Human resource planning is important because it is the process of determining and ensuring that the organization has adequate number of qualified persons available at the proper times. The same number of employees should be able to perform jobs which meets the needs of the organization and provides satisfaction for individual employees.

Importance of Human Resource Planning

Human Resource Planning is important for any organization in the following ways: Provides quality workforce, Reduces labor costs, Facilitates rise in skills, Effective motivation, Safety of health,
Provides quality workforce

One of the Importance of Human Resource Planning is that effective Human Resource Planning fulfills the organization needs for a quality workforce. Quality workforce aids in giving a company a competitive advantage over its rivals. Reduces labor costs

Another Importance of Human Resource Planning is that a proper Human Resource plan reduces labor costs substantially by maintaining a balance between demand for and supply of HR i.e. works as a cost saving device for the company. Facilitates rise in skills Another Importance of Human Resource Planning is that it facilitates the rise in skills, abilities and potential of the workforce through training and development. Training employees helps them improve in their working capacity thus tend to develop to a quality workforce. Effective motivation Effective motivation is another Importance of Human Resource Planning. An effective Human Resource Plan provides multiple gains to the employee by way of promotions, increase in salary and other fringe benefits. This definitely boosts employee morale. Safety of health Another Importance of Human Resource Planning is safety of health. It provides for welfare, health and safety of its employees thus leads to an increase in productivity of the employees in the long run.

Productivity
From the economic point of view productivity means the yield from Each factor of production(land,labour,capital and organization) Each input(raw material,fuel,time and knowledge) And overall yield of the joint factors and resource enumerated above From the management perspective, productivity in its broadest sense is the quantitative relationship between what we produce and resources which we use. There is a distinct difference between production and productivity. production means a process of transformation of raw materials and other inputs into finished goods or services. But productivity denotes surplus generation.

Analysis of productivity
Productivity has two major components, technological change and Human power utilization. As the technological change requires huge capital investment, Organizations look for better Human
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power utilization to achieve increased productivity. With batter human relations productivity can be increased. Increasing productivity is one of the most critical goals in business. Unfortunately, its an activity seldom accepted by HR professionals as a legitimate mandate. While most HR professionals acknowledge that their job entails establishing policy, procedures, and programs governing people management, few attempt to connect such elements to increasing employee output (volume, speed, and quality) per each dollar spent on labor costs (or as an easier to measure alternative, revenue per employee).

HR-Planning
managerial effectiveness

and
and industrial

Productivity
productivity.

HR-planning is very essential for productivity. It does following activities to enhance

Acquires best human resources: HR- planning determines future human resource requirements in an organization. The main objective of HR-planning is to manage right person at right place at right time. Beyond this, it is concerned to job analysis, recruitment, selection, and socialization. Therefore, HR-planning is essential for productivity.

Focuses on corporate goal: HR- planning is goal directed. It gives focus on corporate goal. Human resource goals are linked to overall strategic goal of organization. Such linkage helps to promote better co-ordination, easy implementation, and effective control. Therefore, HR-planning is essential for productivity. Utilizes of human resources: HR- planning helps to proper utilization of human resource in an organization. It facilitates in motivation, performance appraisal, and compensation management. And it also identifies surplus or unutilized human resource. So, HRplanning is essential for productivity.

Develops of human resources:

HR- planning determines the numbers and the qualification of employees. Recruitment, selection, placement, and socialization are done scientifically. It also provides adequate time and place for seminar, workshop, training and development and other career development programs to the development of human resource for productivity.

Reduces uncertainty: Environmental factors like economic, political-legal, social-cultural, and technological can create uncertainty. HR- planning reduces such uncertainty by forecasting future human resource. It matches demand and supply of human resource. It also develops recruitment, selection, placement, and socialization basis after studying and analyzing such environmental factors. This is very essential for productivity.

Reduces labor cost: HR- planning reduces labor cost, which minimizes cost of production and product price. Labor cost can be reduced by utilizing available labor force effectively. Reduction in labor cost promotes competition ability of organization. Thus, HR- planning is also essential for productivity. Regularizes in production: HR- planning ensures regularity in production. It determines right person at right job. It also facilitates to provide motivational incentives and development opportunities. This creates regular working environment. Therefore, HR-planning is essential for productivity.

Maintains good industrial relation: HR- planning maintains good labor relations. It is very important to achieve overall corporate objectives. It provides qualified, competent, and motivated personnel to promote labor or industrial relations in an organization. Thus, HR- planning is very essential for productivity. Keeps records:

HR- planning keeps records of human resources. Records are kept of all activities of human resource like recruitment, selection, placement, promotion, performance appraisal,

compensation, benefits, rewards, punishment, and so on. Such records facilitate human resource management to take right decision about employees.

Controls human resources: Human resource planning controls human resources. It determines the numbers and kinds of employees. It also controls unnecessary recruitment, selection and placement. There will be no room for nepotism and favourism. Therefore, human resource planning is important in human resource management.

To understand human resource function should positively influence the performance capability of the workforce instead of hindering it, you should understand the factors that influence (Individual/ Team ) performance.

Cost
In business and accounting, cost is the monetary value that a company has spent in order to produce something. Cost denotes the amount of money that a company spents on the creation or production of goods or services. It does not include the mark-up for profit.

Human Resource Cost

HR Cost is the study of behavior of cost in relation to one or more Hr criteria. Controlling HR cost has now become important for organization, particularly when we are required to look within for cost savings to sustain organizational growth and profitability. While most HR professionals have a good understanding of budgets, this isn't necessarily the same as understanding costs. Put simply, budgets are about spending authority and how many money are allocated to each area of HR, while costs reflect the money spent to get work completed and how people spend their time. The best way for an organization to reduce cost while minimizing long-term damage is through "responsible restructuring". A responsible restructuring positions an organization for success when it has to work through challenging times such as during an economic or organizational
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crisis. So when HR is under pressure to implement cost reduction measures, it is imperative that these measures are recommended and implemented thoughtfully and with a longer-term perspective.

So where does HR fit in?

In most cases, HRs role is constrained to managing HR costs, which makes it more difficult for the business to unlock more efficient, unified and cost-effective ways of working. HR should be playing a pivotal role in driving down costs across the whole organization: it holds many of the levers of change through the direct people management costs, and also more widely through influencing the cost of labour. Let's consider some of the more complex cost-related decisions HR professionals currently face:

If costs must be reduced, which areas can HR cut with the least impact on HR's ability to support the business?

Should HR need to streamline its processes, which areas should HR focus on for the greatest return on its investment?

How can HR evaluate the costs of outsourcing versus performing tasks in-house and make the right decisions?

What technology should HR be investing in, and how can HR make the business case for securing a greater portion of the company's technology budget?

How can HR support an increasing number of functions and business units as the company continues to expand?

Approaches to HR- Planning

HR- planning is the process of determining an organization's human resource needs. It has three approaches. They are: Quantitative approach, Qualitative approach, and Mixed approach. Quantitative approach

This is traditional approach. It is management-driven approach. It is also known as top-down approach and hard approach. As name implies, it gives focus on required numbers of employees rather than personal aspect of individual. Quantitative approach of HR- planning is foundation of Human Resource Management Information System (HRMIS), Demand Forecasting Technique (DFT), and Work Study Technique (WST). HRMIS: Human resource management information system gives information about name, post, qualification, experience, remuneration and allowance, performance and updated human resource inventory. Computerized HRMIS facilitates in formulation of HR- planning. DFT: Trend analysis, mathematical models, economic model, Markov analysis, etc. are major demand forecasting techniques. WST: Work-study technique determines the work standard of employees/people. Observation, interview, diary, etc. are used as work-study techniques. Qualitative approach

Qualitative approach is employee-driven. It is also known as bottom-up approach and soft approach. As name implies, it gives focus on personal aspect of individual rather than required numbers of employees. Qualitative approach of HR- planning is concerned with(i) matching organizational needs with employee needs, (ii) remuneration and incentive plans, (iii) recruitment, selection, development of employees, (iv) career planning, (v) promotion and transfer, (vi) employees safety, welfare and working environment, (vii) motivational activities, and (viii) maintenance. Mixed approach

This is combination of quantitative and quantitative approaches. It balances between qualitative and quantitative approaches. This approach of HR- planning produces better result because it is
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combined

form

of

qualitative

and

quantitative

approaches.

Methodology
Is the systematic, theoretical analysis of the methods applied to a field of study, or the theoretical analysis of the body of methods and principles associated with a branch of knowledge. A Methodology does not set out to provide solutions but offers the theoretical underpinning for understanding which method, set of methods or so called best practices can be applied to a specific case. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only research methods /techniques, how to calculate the mean , mode, median or standard deviation or chi-square , how to apply particular research techniques , but they also need to know which of these are methods or techniques , are relevant and which are not , and what would they mean and indicate and why. Researchers also need to understand the assumptions underlying various techniques and they need to know the criteria by certain problems and others will not .all this means that it is necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem.

Types of Research Methods

There are many ways to categorize the different types of research. They are

Qualitative research: Qualitative research is subjective and seeks to describe or interpret whatever is being researched. Instead of numbers, this type of research provides information in the form of words or visual representations. It relies on the researcher to observe, record and what happens, such as participants' answers to open-ended questions, subjects' behavior or the results of experiments. Case studies are common examples of qualitative research.

Quantitative research: Quantitative research is the collecting of objective numerical data. Features are classified and counted, and statistical models are constructed to analyze and explain the information that has been gathered. Some of the tools used for this type of research include questionnaires that are given to test subjects, equipment that is used to measure something and databases of existing information. The goal of quantitative research is to compile statistical evidence, so the questionnaires used in this method typically include yes-or-no questions or multiple-choice questions rather than open-ended questions such as essay questions. Exploratory Research: Exploratory research is a firm of research conducted for a problem that has not been clearly defined. Exploratory research helps determine the best research design, data collection method and selection of subjects. It should draw definitive conclusions only with extreme caution. Given its fundamental nature, exploratory research often concludes that a perceived problem does not actually exist. Also helps to identify and define a problem or question.

Source of Information:
There are two sources of information1. Primary source & 2. Secondary source

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