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HRP: process by which an organization ensures that it has the right number & HRP Process Steps: Org

s: Org objectives & strategies > Scan external environment


kind of people at the right place and at the right time, capable of effectively | Analyze internal inventory of hr capabilities > Forecasting > Organizational
and efficiently completing those tasks that help the organization achieve its Need for people | Survey of people available > HR Strategies & Plans The
overall objectives. HRP Process: Demand Forecasting: Estimating the process begins with considering the organizational objectives and strategies.
future needs of HR as per the companys plans, activity levels of the future. Then both external and internal assessments of HR needs and supply sources
Supply forecasting: Estimating the supply of HR by analyzing current must be done and forecasts developed. Key to assessing internal human
resources and future availability of the resources. Determining HR resources is having solid information accessible through a human resource
requirements: after analyzing of demand supply gap. Action planning: information system. Once the assessments are complete, forecasts must be
Necessary programmes of recruitment, selection, tanning and development developed to identify the relationship between supply and demand for human
etc. HR Budgeting and control. resources. Management then formulates HR strategies and plans to address the
imbalance both short and long term.

HRP Level and Horizon: Strategic planning (5 or more years): Analysis To maintain congenial industrial relation by maintaining optimum level and
of issues rose by external factors | Employment demand projection | structure of HR | To make the best use of its human resources | To estimate
Manpower supply analysis and projection. Intermediate range planning (3-5 the cost of HR. Roles of HR Management: Administrative Role Focus:
years): Forecasting total staffing level | Forecasting number of managers and Administrative processing and record keeping. Timing: Short term (less than
key personnel | Forecasting net changes in managers and key personnel year 1 year). Typical Activities: Administering employee benefits | Conducting
by year | Planning HR support programs. Operational planning (12 new employee orientation | Interpreting HR Policies and procedures |
months): Detailing of HR activities that are incorporated in the one year Preparing equal employment reports. Operational & Advocacy Roles
business plan. Activities planning: Day by day and week to week Focus: Operational support representing the employees. Timing: Intermediate
assignments in support of the objectives and plans of the HR Department. term ( 1-2 years). Typical activities: Managing compensation programs |
Objectives of HRP: To recruit and retain the HR of required quantity and Recruiting and selecting for current openings | Conducting safety training |
quality | to foresee the employee turnover and make the arrangements for Resolving employee complaints | Representing employee concerns. Strategic
minimizing turnover and filling up of consequent vacancies | to meet the Roles Focus: Organization wide, global. Timing: Longer term (2-5 years).
needs of the programs of expansion, diversification etc. | to foresee the impact Typical activities: Assessing workforce trends and issues | Engaging in
of technology on work existing employees and future human resource community workforce development planning | Assisting in organization
requirements | To improve the standards, skill, knowledge, ability, discipline restructuring and downsizing | Advising on mergers or acquisitions | Planning
etc. | To assess the surplus of shortage of HR and take measures accordingly | compensation strategies.