HUMAN RESOURCES PLANNING (HRP)

Dale S. Beach: HRP is a process of determining

and assuring that the organization will have
adequate number of qualified persons available
at the right time, performing the jobs that meet
the requirements of the organization and
providing satisfaction to individuals concerned.

Coleman: HRP is the process of determining

the manpower requirements and the means of
meeting these requirements in order to carry out
the integrated plan of the organization.

 Dale Yoder: He emphasizes that

HRP comprises of four aspects
determining the requirements
assured supply of proper people
their training and development
how well the organization utilizes
them- utilisation aspects

JA / JD / JS
Human resources Planning is an important function of
HRM. It rests on three pillars job analysis, job
description and job specification.

Jucius, refers to Job Analysis as process of gathering

information about the operations, duties etc. about a
job and the organizational aspects of a job.

Job Description: Flippo: The immediate product of

job analysis is job description.

What is collected in Job Analysis

Job identification job title, code name, alternate
titles, etc.
Operations involved what a typical worker does,
the tasks involved.
How the job is actually performed? -- Time and
motion study, sequence of movements for the
material or the man
Significant characteristics of the job location,
physical setting, special hazards and discomforts
Materials used both solid and liquid substances

 Machinery/tools/equipment used
Physical and mental attributes
required
The content of responsibility
Requirement to work in shifts
Details of supervision

Job Description
Generally, the purpose of compiling JA is to make JD. JD adds some
features to job analysis like

organizational aspects where the job is located in the organization

relationship between the previous and next jobs. Example: How
the material moves from previous job to this job and to the next job
emphasis on reporting relationships and responsibility aspects

Difference between JA and JD:

JA is in work -sheets form. JD is in summary form.

JA is the process of collecting information. JD is the process of
writing it.

Job specification

Definition by Flippo It is a statement of minimum acceptable

human qualities necessary for the proper performance of the job.
Thus it is referring to the characteristics of the job holder and not the
job.

physical attributes like physique, strength, height, ability to keep

awake at night
qualification, age and experience aspects
mental attributes like analytical ability, creativity, concentration etc.
language skills
basic perception abilities voice, vision, hearing etc.
emotional traits, like aggression, boldness
social characteristics like leadership abilities, interpersonal skills,
communication, etc.

Methods of doing JA:

Questionnaire
Check List
Interview
Observation
Self recording diary
Participation technique
Conference method
Critical incident method

Uses or importance of JD, JA &

JS :

Complete knowledge of the jobs

Relationship between various jobs
Good for detecting organizational ills like
structural problems, reporting
relationships, etc.
Basic document for recruitment, selection
and placement
For promotion and transfers
For training and development
For systems and procedure improvements

 They serve as measurements for assessing

performance in all areas like production,
quality, cost, etc.
Basic document for counselling
Helps in measuring job satisfaction and
improving it
These documents lead to job evaluation
which is the corner stone in wage salary
administration
For health and safety aspects
For job redesign and reengineering.

Some minus points (Demerits):

It is a very time consuming and expensive job

When each job role is specified, the workers would like
to stick to it. They would refuse to do even minor
variations. It is very difficult for the management to use
a worker in more than one trade or skill
This reduces the worker to the level of machines by
laying down very specific operations, movements,
duties, etc.
It becomes a legal document for the workers to argue
in collective bargaining
These documents can be accurate only for the workmen
jobs very defective if applied to managerial positions.

Basic steps in HRP

Ascertain the objectives of HRP

Assessing existing inventory
Demand forecast
Time horizon
Forecast of supply
Actual Implementation
Periodical Review and Course
correction

Objectives
-----

The HRP objectives should aim at both quantity

and quality aspects
The objectives should aim at the satisfaction of
the organization and of the individual.
The objectives should cover both short term and
long term requirements
Should form integral part of overall company
objectives.
The objectives should also indicate a clear policy
regarding compensation (salary) matters.

Existing Inventory
If it is a running organization, this
step becomes important. The
Human Resources Manager should
gather full data regarding the
availability of existing people, skillwise, qualification-wise, designationwise, age-wise, grade-wise, etc.

Demand Forecast
The most important factor is JA & JD also work
study, work sampling and workload
measurements
Establish a base for manpower projections is it
volume of production volume of expected sales,
etc.
Productivity of the people
This sum total has to be balanced against
machine availability
Provide cushions for the effects of learning curve
(means people work slower in the beginning of a
project and pick up speed and expertise as they
go along)

Provide for shifts/leave and absenteeism

Provide a percentage for manpower wastage
like resignation, death etc.
Provide for controllable variables like
machine capacity and be prepared for non
controllable variables (government policy)
Keep reserve for expansion and growth
Make trend projections or any other
technique for unpredictable changes in
manpower
Keep provisions for promotions and transfers
It is a continuous and dynamic job

TIME HORIZON

Any good organization must have a

short term and long term plan. Short
term means about two years
consider factors like machine
capacity, changeover from a closing
project to a new project etc. Long
term means five years and more
consider factors like change in
investments/capital, change in
technology, general economic
prosperity of the country, change in

Supply Forecast

Internal Supply Factors: Like promotions

and transfers within the organization.
They do not add to the numbers also
called quality additions.
External Supply Factors: (Quantity
additions)
the population factors
present employment trends
availability of educational training
institutions

vocational guidance institutions

availability of part time labour
competition from nearby industries
availability of infrastructure like roads, railway
stations, airports, schools and houses
law and order
willingness of labour to move to different
destinations
resistance to outside labour
law and role of government
social security measures (ESI, PF, etc.)

Actual Implementation
this is the physical process of bringing the
people in. It involves stages like
advertisements, recruitment, selection,
placement, etc.
this should be linked with compensation
plans (salary)
the time lag between advertisement and
actual positioning of candidates should be
taken into account
wastage should also be restored

HRP- special Aspects

Career Grooming or Executive
Grooming
Succession Planning
Wastage Management
Career Plg. /Promotions/ Job
rotations/Job enrichments/ Transfers
Turn over or attrition
Human Resource Audit