Human Resource Planning

By:Megha Sharma IVth semester BBA(MOM)

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What is Human Resource Planning?

Human Resouce Planning (HRP) has been defined as the process by which management determines how an oranisation should move from its current manpower position to its desired manpower position. Though its management strives to have the right number and reight kind of people at right place doing the right things,which results in both the organisation and the individual receiving maximum long-term benefits.

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Characteristics of HRP
Characteristics of HRP are:HRP like all planning is forward looking or future oriented. It involves forecasts of manpower need in future. HRP is an on-going or continous process because the demand for and the supply of human resources undergo frequent changes. HRP is an integral part of corporate planning. Without a corporate plan, there can be no manpower plan. The basic purpose of HRP is to make optimum utilisation of an organisations current and future human resources.

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Objectives of HRP
The main objectives of HRP are as follows: To ensure optimum use of existing human resources. To forecasts future requirements for human resources. To provide control measures to ensure that necessary human resources are available as and when required.
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Objectives of HRP
To link HRP with organisational planning. To access the surplus and storage of human resource. To anticipate the impact technology on jobs and human resources. To determine levels of recruitment and training. To facilitate productivity bargaining.
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Process Of HRP
The major stages involved in human resource management are given below:Analysed organisational plans. Forecasting demand for human resources. Forecasting supply for human resources. Estimating manpower gaps. Action planning. Monitoring and control.
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1.Analysing organisational plans

First of all the objectives and strategic plans of the company are analyzed. Plans concerning technology, production, marketing, finance, expansion and diversification give an idea about the volume of future work activity.

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2.Forecasting demand for human resources.

On the basis of corporate and functional plans, the future needs for human resources in the organisation are anticipated. It is necessary to make projections for new positions to be created and vacancies arising in current manpwer.

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Techniques employed in manpower forecasting are as follows:

Techniques employed In manpower forecasting

Managerial Judgment

Work study method

Ratio trend analysis

Mathematical models

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3.Forecasting supply for human resources.

Inflows New recruits. Promotions. Transfers.
Organisation

Outflows Promotions Transfers Retirements Terminations Resignations Deaths

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4.Estimating manpower gaps.

Net human resource requirements or manpower gaps can be identified by comparing demand forecasts and supply forecasts. Such comparison will reveal either deficit or surplus of human resources in future.

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5.Action planning.
Once the manpower gaps are identified, plans are prepared to bridge these gaps. Plans to meet the surplus manpower may be redeployed in other departments. Deficit can be met through recruitment, selection, transfer, promotion and training plans.

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6.Monitoring and control.

Once action plans are implemented, the human resources structure and system need to be reviewed and regulated. Monitoring and control phase involves allocation and utilization of human resources over time.

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Thank You!!!

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