Corporate objective and human resource planning

Corporate objective does not mean that they only satisfy the organizational
objectives as we know human resources, and organization will produce the products
with the help of human resource. In order to satisfy the needs of the customers with
the satisfaction of customers fund will be generated by which organizational
objectives will be achieved.
So, we can say that for fulfilling their own objectives the company will also consider
the main parties who are helpful in achieving the objectives. Thus organization have
these objectives which are as follows: Organizational
Human resource
Social objective
Organizational
o Establishing strategy
o Profit earning
o International strategic
o Organizational development
Human resource
o Working condition
o Fair wages
o Empowerment
o Industrial relation
Social objectives
o Satisfy consumers
o Offer right product
o Increase employment
o Environment management

Human resource planning

The actual human resource process begun with estimation of the number and the
type of people needed during the period. After this only people can be hired to fill
the jobs. This all called human resource planning. This is the most crucial step in the
overall human resource management process.
1. In simple words human resource planning is the process of
Forecasting an organization future demand of human resource.
From it will be supplied.

The right type of people in the right number.

2. after this human resource management department can initiate the process of
recruitment and selection. Human resource planning is the sub-system in the total
organization planning.
3. Organizational planning include managerial activities that sets the company
objectives for the future and determine the appropriate means for achieving those
objectives.
4. Human resource planning facilitates the realization of the company objectives by
providing the right type and the right number of personal.
5. Human resource planning is also compared to material planning that estimate the
type and quality of materials and supplies need to facilitate the manufacturing
activities of the organization.
6. Human resource planning variously called manpower planning, personal planning
and employment planning.
Definition of human resource planning
1. Human resource planning includes the estimation of how many qualified people
are necessary to carry out the assigned activities, how many people will be
available, and what if anything must be done to ensure that personnel supply equal
personnel demands at the appropriate point in the future.
2. Specifically human resource planning is the process by which an organization
ensures that it has the right number and kind of people, at the right place, at the
right time, capable of effectively and efficiently completing those tasks will help the
organization achieve its over all objectives.
Human resource planning translates the organizations objectives and plans into the
number of workers need to meet those objectives without a clear cut planning,
estimation of an organization human resource need is replace to mere guess work.
Importance of human resource planning
Determine the future personal needs.
Creating highly talented personnel.
Protection of weaker section.
Increase investment in human resource.
Foundation of personnel function.
International strategy.
Objectives of human resource planning

To ensure optimum use of existing human resource.

To forecast future requirements for human resource.
To link human resource planning with organizational planning
To assess the surplus and shortage of human resource.
To determine the level of requirement of training.
To estimate the cost of human resource and housing needs of employee.
To provide a basis for management development programme.
To facilitate productivity bargaining.
To provide control measures to ensure that necessary human resource available as
and when required.
To anticipate the impact of technology on jobs and human resources.
Factors affecting human resource planning
Type and strategy of organization.
Organizational growth cycle and planning.
Environmental uncertainties
Time horizons.
Type and quality of forecasting information.
Nature of job being filled.
Off-loading the work.
Type and strategy of organization
This factor effect the organization. Human resource planning will be influenced with
the type of organization either it is manufacturing or rendering services.
manufacturing concern will require more workers to complete the manufacturing
activities. The strategy of organization will also effect acquisition, merger etc. will
effect the human resource either need or termination of human resource. Human
resource planning also effect by organization decisions like either they are proactive
and reactive.
Organizational growth cycle and planning
The stage of an organization growth can have considerable influence on human
resource planning. Small organization may not have personnel planning. Planning
will be need when the organization enter the growth stage. A mature organization
experiences less flexibility and variable, they need Human resource planning as the
work force will become old so new young people be hired. At the decline stage
Human resource planning takes will different focus like layoffs, retrenchment and
retirement.
Environmental uncertainties
Human resource manager rarely have the privilege to operate in certain
environment. All the external forces and the internal forces of the organization
affect the human resource planning. Human resource manger have to deal with

environmental uncertainties carefully and formulate their policy efficiently regarding

recruitment, selection, training, retrenchment etc.
Time horizons
It also affect the personnel planning on one hand there are short terms plane time
spanning 6 months to 1 year and on other hand long term plans whose time span is
3 to 20 years.
The companies which are depend on short term plans- more uncertainty.
The companies depend on long term plans certainty is there.
Type and quality of information
The human resource planning will be effected by type of information. It means that
planning about human resource. It is necessary for human resource manager to
know about information which effect the planning like organization structure,
product mix, budget, marketing etc. with these information human resource
planning will be effected in these areas like job analysis, retrenchment plans,
turnover data, retrenchment sources, training and development programme etc.
Nature of jobs being filled
Personnel planners must consider the nature of jobs being filled in the organization.
Job vacancies arise because of separation, promotion and the expansion strategies.
It is easy to employee shop-floor worker but managers require lot of sourcing for the
requirement of managerial personnel.
Off-loading the work
Several organizations off-load part of their work to outside parties either in the firm
of sub-contracting. Off-loading is a regular feature both in public as well as private
sector. Most organizations have surplus labour and they do not want to the problem
by hiring more people. Hence, the need of off-loading will be arises.

Humans are the most important resource an organization has, which means that human resource
(HR) planning is essential to any entity. Human resource planning has many different aspects,
which I will briefly review.
HR departments are responsible for staffing their organizations with the best possible people for
the job. This involves considerable planning, to determine staffing level needs, to predict
turnover, to create requirements and job descriptions for hiring. Advertising for new hires must
be planned, as must a vetting process, which would include the creation of applications, the
structuring of interviews, decisions on what combination of experience, skill, and education
should be required for a job.
HR departments are responsible for training employees. This also involves a great deal of
planning. Will training be conducted in-house? Will an outside service be brought in for
training. Perhaps it should be a combination of both? HR departments must plan ahead for

training needs. New job training, cross-training, and soft skills training must be planned for.
Plans must be made to minimize "down" time as employees are trained.
HR departments are often responsible for firing and layoffs. This, too, involves planning. There
should be a consistent process for terminating people, since inconsistencies can trigger lawsuits.
HR departments are often responsible for compliance with EEO regulations, to ensure that
hiring, firing, transfers and so on do not run afoul of anti-discrimination laws. This means that
plans must be made to be sure that such laws are complied with.
HR departments are responsible for gathering and maintaining statistics on employees. This
means that there must be a system in place to keep statistics, something that must be planned for.
HR departments are usually responsible for handling various administrative actions, for example,
workers' compensation or unemployment compensation claims. Plans must be made concerning
these. Should outside counsel be retained? Should the HR department take care of this inhouse? Who will be responsible for this within the department? Will an HR person need
training to do this job. This is part of the budget-planning and staffing process for the HR
department.
Once in a while, an HR department is responsible for the "social" side of the organization, taking
care of sympathy cards for employees with deceased family or planning for social events within
the organization.
HR departments are crucial to the organization because they are responsible for people. Without
good planning in the HR department, it doesn't matter how good a product or service is. We
always need people.

gopikrishna | High School Teacher | (Level 1) Valedictorian

Posted October 7, 2011 at 1:11 AM (Answer #3)
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HR Planning involves gathering of information, making objectives, and making decisions to
enable the organization achieve its objectives. HR Planning requires that we gather data on the
Organizational goals objectives. One should understand where the Organization wants to go and
how it wants to get to that point. The needs of the employees are derived from the corporate
objectives of the Organization.
The HR inventory should not only relate to data concerning numbers, ages, and locations, but
also an analysis of individuals and skills. Skills inventory provides valid information on

professional and technical skills and other qualifications provided in the firm. It reveals what
skills are immediately available when compared to the forecasted HR requirements.
HR inventory calls for collection of data, the HR audit requires systematic examination and
analysis of this data.. Based on this information, one can then be able to predict what will
happen to HR in the future in the Organization. People are the greatest asserts in any
Organization. The Organization is at liberty to develop its staff at full pace in the way ideally
suited to their individual capacities. The main reason is that the Organizations objectives should
be aligned as near as possible, or matched, in order to give optimum scope for the developing
potential of its employees.

sohailqaisar | Student, Undergraduate | (Level 1) eNoter

Posted October 8, 2011 at 3:02 AM (Answer #4)
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Human resource planning can be defined as the process of identifying the number of people
required by an organization in terms of quantity and quality. All human resource management
activities start with human resource planning. So we can say that human resource planning is the
principle/primary activity of human resource management. From human resource planning the
organization identifies how many people it has currently and how many people will be required
in future. Based on this information major human resource decisions are taken.
Importance:
1.the company is able to find out how many people will be required in future. Based on this
requirement the company could take further actions. This method also helps the company to
identify the number of jobs which will become vacant in the near future.
2.The recruitment and selection process is a very costly affair for a company. Many companies
spend lakhs of rupees on this process. Therefore recruitment and selection must be carried out
only if it is extremely necessary. HRP process helps to identify whether recruitment and selection
are necessary or not.
3.Since the HRP process is conducted for the entire organization, we can identify the
requirements for each and every department. Based on the requirement, we can identify existing
employees and place them on those jobs which are vacant.

4.HRP make performance appraisal more meaningful. Since feedback is provided in performance
appraisal and employee is informed about his future chances in same company, the employee is
motivated to work better. Information for all this is collected from HRP process.
5.HRP identifies vacancies in the entire organization including all the branches of all the
company. Therefore when the company implements promotion policy it can undertake its
activities in a very smooth manner.

jonathanrice99 | eNotes Newbie

Posted November 20, 2011 at 6:06 PM (Answer #5)
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"What does Human Resource Planning - HRP Mean?
The ongoing process of systematic planning to achieve optimum use of an organization's most
valuable asset - its human resources. The objective of human resource (HR) planning is to ensure
the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The
three key elements of the HR planning process are forecasting labor demand, analyzing present
labor supply, and balancing projected labor demand and supply.
Tools used for HRP - humanconcepts org planning software
http://www.humanconcepts.com/
Reasons for increased importance for HRP/Factors affecting HRP in the organization
Human resource planning can be defined as the process of identifying the number of people
required by an organization in terms of quantity and quality. All human resource management
activities start with human resource planning. So we can say that human resource planning is the
principle/primary activity of human resource management.
1. Employment
HRP is affected by the employment situation in the country i.e. in countries where there is
greater unemployment; there may be more pressure on the company, from government to appoint
more people. Similarly some company may force shortage of skilled labour and they may have
to appoint people from other countries.
2. Technical changes in the society

Technology changes at a very fast speed and new people having the required knowledge are
required for the company. In some cases, company may retain existing employees and teach
them the new technology and in some cases, the company have to remove existing people and
appoint new.
3. Organizational changes
Changes take place within the organization from time to time i.e. the company diversify into new
products or close down business in some areas etc. in such cases the HRP process i.e. appointing
or removing people will change according to situation.
4. Demographic changes
Demographic changes refer to things referring to age, population, composition of work force etc.
A number of people retire every year. A new batch of graduates with specialization turns out
every year. This can change the appointment or the removal in the company.
5. Shortage of skill due to labour turnover
Industries having high labour turnover rate, the HRP will change constantly i.e. many new
appointments will take place. This also affects the way HRP is implemented.
6. Multicultural workforce
Workers from different countries travel to other countries in search of job. When a company
plans its HRP it needs to take into account this factor also.
7. Pressure groups
Company has to keep in mind certain pleasure. Groups like human rights activist, woman
activist, media etc. as they are very capable for creating problems for the company, when issues
concerning these groups arise, appointment or retrenchment becomes difficult.
Definition of VRS
VRS refers to voluntary retirement scheme, when company faces the problem of surplus labour,
they have to remove the extra workers. This needs to be done to avoid increase in cost. One of
the methods used by the companies is the VRS scheme. Under this scheme people have put in 20
or more number of years of service are given an option to opt for early retirement benefits and
some other amount which is due to them are paid when they leave the company

Objectives:

The main objective of having human resource planning is to have an accurate number of employees required, with matching skill requirements to accomplish organisational goals.
In other words, the objectives of human resource planning are to:
1. Ensure adequate supply of manpower as and when required.
2. Ensure proper use of existing human resources in the organisation.
3. Forecast future requirements of human resources with different levels of skills.
4. Assess surplus or shortage, if any, of human resources available over a specified period of
time.
5. Anticipate the impact of technology on jobs and requirements for human resources.
6. Control the human resources already deployed in the organisation.
7. Provide lead time available to select and train the required additional human resource over a
specified time period.
According to Sikula the ultimate purpose/objective of human resource planning is to relate
future human resources to future enterprise need so as to maximise the future return on
investment in human resources.

Need for and Importance of HRP:

The need for human resource planning in organisation is realised for the following reasons:
1. Despite growing unemployment, there has been shortage of human resources with required
skills, qualification and capabilities to carry on works. Hence the need for human resource
planning.
2 Large numbers of employees, who retire, die, leave organisations, or become incapacitated
because of physical or mental ailments, need to be replaced by the new employees. Human
resource planning ensures smooth supply of workers without interruption.
3. Human resource planning is also essential in the face of marked rise in workforce turnover
which is unavoidable and even beneficial. Voluntary quits, discharges, marriages, promotions
and seasonal fluctuations in business are the examples of factors leading to workforce turnover in
organisations. These cause constant ebb and flow in the work force in many organisations.
4. Technological changes and globalisation usher in change in the method of products and
distribution of production and services and in management techniques. These changes may also
require a change in the skills of employees, as well as change in the number of employees
required. It is human resource planning that enables organisations to cope with such changes.

5. Human resource planning is also needed in order to meet the needs of expansion and diversification programmes of an organisation.
6. The need for human resource planning is also felt in order to identify areas of surplus
personnel or areas in which there is shortage of personnel. Then, in case of surplus personnel, it
can be redeployed in other areas of organisation. Conversely, in case of shortage of personnel, it
can be made good by downsizing the work force.
Human resource planning is important to organisation because it benefits the organisation in
several ways.
The important ones are mentioned below:
1. Human resource planning meets the organisation need for right type of people in right number
at right times.
2. By maintaining a balance between demand for and supply of human resources, human
resource planning makes optimum use of human resources, on the one hand, and reduces labour
cost substantially, on the other.
3. Careful consideration of likely future events, through human resource planning might lead to
the discovery of better means for managing human resources. Thus, foreseeable pitfalls might be
avoided.
4. Manpower shortfalls and surpluses may be avoided, to a large extent.
5. Human resource planning helps the organisation create and develop training and succession
planning for employees and managers. Thus, it provides enough lead time for internal succession
of employees to higher positions through promotions.
6. It also provides multiple gains to the employees by way of promotions, increase in emoluments and other perquisites and fringe benefits.
7. Some of the problems of managing change may be foreseen and their consequences mitigated.
Consultations with affected groups and individuals can take place at an early stage in the change
process. This may avoid resistance for change.
8. Human resource planning compels management to asses critically the strength and weaknesses
of its employees and personnel policies on continuous basis and, in turn, take corrective
measures to improve the situation.
9. Through human resource planning, duplication of efforts and conflict among efforts can be
avoided, on the one hand, and coordination of workers efforts can be improved, on the other.
10. Last but no means the least, with increase in skill, knowledge, potentialities, productivity and
job satisfaction, organisation becomes the main beneficiary. Organisation is benefitted in terms

of increase in prosperity/production, growth, development, profit and, thus, an edge over its
competitors in the market.
Levels of Human Resource Planning:
Human resource planning is useful at different levels.
At the National Level:
Human resource planning by Government at the national level covers population projections,
programme of economic development, educational and health facilities, occupational distribution
and growth, mobility of personnel across industries and geographical regions.
At the Sector Level:
This would cover manpower requirements of the agricultural sector, industrial sector and service
sector.
At the Industry Level:
This would forecast manpower need for specific industries, such as engineering, heavy
industries, textile industries, plantation industries, etc.
At the Level of Industrial Unit:
It relates to the manpower needs of a particular enterprise.
In the organization atmosphere there are many competitors around you who
are just waiting to knock you off the league. But you may not be such an
individual who will just tolerate this. So in order to survive you need to make
it certain about each and every step you take for the organizations success
including the men and women whom you hire to work inside your
organization. And of all your activities are known as Human Resource
Planning. In organization there is a HR manager who does these tasks.

There is a particular rule or hierarchy that an organization follows to have an

appropriate and synchronized set of responsibilities and liabilities. For that
reason importance of human resource planning is significant in an
organization so that the appropriate number of candidates can be hired
inside the organization with proper qualification, experience, potential, skill
and also smartness to encounter any type of tasks assigned to them. We
mean the logic is simple here. The Human Resource (HR) ought to consider
and justify the potential candidates and utilize their potential and capacity
profitably for the organization via exposure and proper training. The
candidates must be hired in the organization accordance with the needs and
requirements.
Role of Human Resource in organization
Now-a-days, so many opportunities are present for the efficient Human
Resource manager in any organization. The requirement of HR manager is
increasing as many reputable institutions are offering specialized discipline in
the field of human resource management.
An HR manager brings manpower in the organization and it is very tough
enough for the manager which candidates to be selected finally. For that, HR
manager advertises vacancies, makes a short list from the uncountable
applications to the interviews, then selects the best one for the recruitment
and then arranges internal proper training session. It is a tough procedure to
recruit the best candidate. The HR manager has to make it sure that he uses
the best of his specialized knowledge for getting the best among the
candidates applied and to sustain its manpower assets in the best process.
We cover some key roles mentioned below which would assist you to realize
as to why HR management is significant in the organization.

Advertising, selecting and recruiting the best candidate among many

candidates according to the required number of employees

Training and developing of the recruited employees to meet the

organizations success

Maintaining the employees records and documents and making it sure

that all their details remains private.

Managing the payment aspects of the employees including their

compensation, perks and advantages and so on.

Keeping a track on the employee conduct, performance and attitude

inside the organization

Motivating the employees to stick to the organization via constant

appraisal, admiration and appreciation techniques because it helps
them build up their morale and remains the employee loyal inside the
organization.

Keeping a track on the transformation and changes that retain

happening inside the organization.

Change is inevitable in the organization and an HR manager holds it. He also

plays a role in employee retention as just hiring the best employees is not
enough, avoiding the turnover of the employees. He or she observes others
and creates a good environment in the organization, creates strong
relationships among the employees, after all enhances the professional
image of the organization through working hard and also utilizing the best of
the employees.
So these are the key factors as to why Human Resource planning is
significant in the organization. An HR manager is the one who maintains
tasks of the recruitment, training, motivating, quality of the human asset,
creating a good atmosphere in the organization. An HR manager is not just
an employee, he is the man who stands out as the ultimate source of
supplying the organization with human resource, the most resource it needs.
In this way Human Resource Department is being opened in the organization
and to maintain that department human resource planning is important!
Go through more on these texts!

Handling a business

Ideal leadership Management Team

Understanding the management of money

Monetary performance measurement

Need and importance of HRP

August 6th, 2012 Leave a comment Go to comments
Forecast future personnel needs:To avoid the situations of surplus or deficiency of manpower
in future, it is important to plan your manpower in advance. For this purpose a proper forecasting
of futures business needs helps you to ascertain our future manpower needs. From this angle,
HRP plays an important role to predict the right size of manpower in the organization.
Cope with change: HRP enables an enterprise to cope with changes in competitive forces,
markets, technology, products and government regulations. Such changes generate changes in
job content, skills demands and number of human resources required.
Creating highly talented personnel: Since jobs are becoming highly intellectual and
incumbents getting vastly professionalized, HRP helps prevent shortages of labor caused by
attrition. Further technology changes would further upgrade or degrade jobs and create
manpower shortages. In these situations only accurate human resource planning can help to meet
the resource requirements. Further HRP is also an answer to the problems of succession
planning.
Protection of weaker sections:A well-conceived personnel planning would also help to protect
the interests of the SC/ST, physically handicapped, children of socially oppressed and backward
classes who enjoy a certain percentage of employments notwithstanding the constitutional
provisions of equal opportunity for all.
International strategies:International expansion strategies largely depend upon effective HRP.
With growing trends towards global operations, the need for HRP further becomes more
important as the need to integrate HRP more closely into the organization keeps growing. This is
also because the process of meeting staffing needs from foreign countries grows in a complex
manner. Foundation of personnel functions: HRP provides essential information for designing
and implementing personnel functions such as recruitment, selection, personnel
development, training and development etc.

Increasing investments in HR:Another importance is

the investment that an organization makes in human capital. It is important that employees are
used effectively throughout their careers. Because human assets can increase the organization
value tremendously as opposed to physical assets
Resistance to change & move:The growing resistance towards change and move, self
evaluation, loyalty and dedication making it more difficult to assume that organization can move
its employees everywhere. Here HRP becomes very important and needs the resources to be
planned carefully.
Other benefits: Following are the other benefits of HRP.
1. Upper management has a better view of HR dimensions of business
2. Management can anticipate imbalances before they become unmanageable and
expensive.
3. More time is provided to locate talent
4. Better opportunities exists to include women and minorities in future growth plans
5. Better planning of assignments to develop managers
6. Major and successful demands on local labor markets can be made.

HRP SYSTEM
HRP System as such includes following elements or sets for planning

Overall Organization Objectives

Business Environment

Forecasting Manpower Needs

Assessing Manpower Supply

Matching Manpower Demand-Supply factors

HRP PROCESS
Organizational Objectives & Policies: -

The objectives of HR plan must be derived from organizational objectives like specific
requirements of numbers and characteristics of employees etc. HRP needs to sub-serve the
overall objectives by ensuring availability and utilization of human resources. Specific policies
need to be formulated to address the following decisions.

Internal Hiring or External Hiring?

Training & Development plans

Union Constraints

Job enrichment issues

Rightsizing organization

Automation needs

Continuous availability of adaptive and flexible workforce

Manpower Demand Forecasting: -

It is the process of estimating the future quantity and quality of people required.
The basis should be annual budget and long term corporate plans
Demand forecasting should be based on following factors.
Internal Factors: -

Budget constraints

Production levels

New products and services

Organizational structure

Employee separation

Competition environment

Economic climate

Laws and regulatory bodies

Technology changes

Social Factors

To quantify jobs

To determine the Staff-mix

To assess staffing levels and avoid unnecessary costs

Prevent shortages of people

Monitor compliances of legal requirements with regards to reservations

External Factors: Reasons for Manpower Demand Forecasting: -

Manpower Forecasting Techniques: Management Judgment: In this techniques managers across all the levels decide the forecast on
their own judgment. This can be bottom-up or top-down approach and judgments can be
reviewed across departments, divisions and top management can conclude on final numbers of
manpower required.
Ration-Trend Analysis: This technique involves studying past ratios, and forecasting future
ratios making some allowance for changes in the organization or its methods.
Work Study Techniques: It is possible when work measurement to calculate the length of
operations and the amount of manpower required. The starting point can be production budget,
followed by standard hours, output per hour; man-hours required etc could be computed.

Delphi Techniques: This technique solicits estimates from a group of experts, and HRP experts
normally act as intermediaries, summarizes various responses and report the findings back to
experts.
Flow Models: This technique involves the flow of following components. Determine the time
required, Establish categories, Count annual movements, Estimate probable transitions. Here
demand is a function of replacing those who make a transition.
Manpower Supply Forecasting:
This process measures the number of people likely to be available from within and outside the
organization after making allowance for absenteeism, internal movements and promotions,
wastages, changes in hours and other conditions of work.
Reasons for Manpower Supply Forecasting:

Clarify Staff-mixes exist in the future

Assess existing staff levels

Prevent shortages

Monitor expected future compliance of legal requirements of job reservations

Supply Analysis covers:

Existing Human Resources: HR Audits facilitate analysis of existing employees with skills and
abilities. The existing employees can be categorized as skills inventories (non-managers) and
managerial inventories (managers)
Skill inventory would include the following;

Personal data

Skills

Special Qualifications

Salary

Job History

Company data

Capabilities

Special preferences

Work History

Strengths

Weaknesses

Promotion Potential

Career Goals

Personal Data

Number and Types of Subordinates

Total Budget Managed

Previous Management Duties

Management inventories would include the following

Internal Supply: -

Internal supply techniques help to assess the following

Inflows and outflows (transfers, promotions, separations, resignations, retirements etc.)

Turnover rate (No. Of separations p.a. / Average employees p.a. X 100)

Conditions of work (working hours, overtime, etc.)

Absenteeism (leaves, absences)

Productivity level

Job movements (Job rotations or cross functional utilizations)

External Supply: External sources are required for following reasons

New blood,

New experiences

Replenish lost personnel

Organizational growth

Diversification

External sources can be colleges and universities, consultants, competitors and unsolicited
applications.
HR Plan Implementation:
A series of action programs are initiated as a part of HR plan implementation as under.

Recruitment & Selection: Employees are hired against the job vacancies. Based on the
manpower demand and supply forecasts made, hiring of employees is initiated based on supply
forecasts. For this internal and external sources of manpower are utilized. A formal selection
board is established to interview and select the best of the candidates for the required vacancies.
Finally the selected employees also need to be placed on proper jobs. Here some companies
recruit employees for specific jobs while others recruit fresh trainees in large number and train
them for future manpower needs.
Training and Development: The training and development program is charted out to cover the
number of trainees, existing staff etc. The programs also cover the identification of resource
personnel for conducting development program, frequency of training and development
programs and budget allocation.
Retraining and Redeployment; New skills are to be imparted to existing staff when technology
changes or product line discontinued. Employees need to be redeployed to other departments
where they could be gainfully employed.
Retention Plan:Retention plans cover actions, which would reduce avoidable separations of
employees. Using compensation plans, performance appraisals, avoiding conflicts, providing
green pastures etc, can do this.
Downsizing plans: Where there is surplus workforce trimming of labor force will be necessary.
For these identifying and managing redundancies is very essential.
Managerial Succession Planning; Methods of managerial succession plans may vary. Most
successful programs seem to include top managements involvement and commitment, high-level

review of succession plans, formal performance assessment and potential assessment and written
development plans for individuals. A typical succession planning involves following activities.

Analysis of demand for managers and professionals

Audit of existing executives

Projection of future likely supply from internal and external sources

Individual career path planning

Career counseling

Accelerated promotions

Performance related training and development

Strategic recruitment

Control & Evaluation of HRP: HR Plan must also clarify responsibilities for control and establish reporting procedures, which
will enable achievements to be monitored against the plan. The HR Plan should include budgets,
targets and standards. These plans may simply be reports on the numbers employed, recruited
against targets etc.