Professional Documents
Culture Documents
Management Practices
In other words, HRP is understood as the process of forecasting an organisations future demand for and
supply of human resources.
HRP is a part of Organisational Planning that includes managerial activities that set the companys
objectives for the future and determines the appropriate means for achieving those objectives.
Also known as strategic manpower planning/ employment planning/manpower planning
Evolving Nature of HRP
TRADITIONAL EVOLVED
Broad and proactive
Narrow, and reactive
Carried on quarterly basis
Done once a year
Strategic activity integrated with
Carried on in isolation business strategy
Co-ordination with local newspapers, Strategic alliances with recruiting
agencies and relationships firms, leveraging internet as a tool
Hire considering current skills and Hire focusing on assessment of
experience individual potential
Factors affecting HRP
Type and Organisational
strategy of growth cycle
organisation Environmental
Uncertainties
Human Resource
Planning Outsourcing
Time horizon
Organisational Objectives
and Policies
HR Programming and
plan implementation
SURPLUS SHORTAGE
Restricted hiring, VRS, Recruitment, Selection
Lay-offs etc. etc.
Environment
Refers to the systematic monitoring of the external forces
influencing the organization
Economic Factors including general and regional conditions
Technological Factors including robotics and automation
Demographic changes including age, composition and literacy
Political and legislative issues including laws and statutes
Social Concerns including child care, educational facilities and priorities
By scanning the environment for changes that will affect the
organization, managers can anticipate their impact and make
adjustments early.
Organisational Objectives and Policies
Requirements in terms of numbers and characteristics of employees
should be derived from Organisational Objectives
The role of HRP is to subserve the overall objectives by ensuring
availability and utilisation of Human Resources
In developing these objectives, policies need to be formulated or revised
to address the following questions:
Are vacancies to be filled by promotions from within or hiring from outside
How do the training and development objectives interface with HRP objectives?
How to enrich employees jobs? Can it be done through HRP?
How to downsize the organization to make it more competitive?
How to ensure continuous availability of adaptive and flexible workforce?
HR Demand Forecast
Process of estimating the future quantity and quality of people required.
The basis of the forecast is annual budget and long-term plans, translated into
activity levels for each function and department.
Demand forecasting considers both, internal and external factors:
EXTERNAL INTERNAL