Human Resource Planning is the process by which an organization ensures that it has the right number and kind

of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. HR/ Manpower Planning is the process of acquiring and utilizing human resources in the organization. It ensures that the organization has the right number of employees in the right place at the right time.

Human Human Resource Planning

Human Human Resource Planning

Employment planning is the process of formulating plans to fill future openings based on an analysis of the positions that are exppected to be opeb and whether these will be filled by inside or outside candidates.

Human Human Resource Planning

Manpower planning may be viewed as foreseeing the human resources requirement of an organization and the future supply of human resources and (i) making necessary (i adjustments between these two and organizational plans and (ii) foreseeing the possibility of developing the supply of manpower resources in order to match it with the requirements by introducing necessary changes in the functions of human resources management.

Objectives of HRP
Assessing manpower needs for future & making plans for recruitments & selection. to minimize the imbalances caused due to non-availability of human resources of nonthe right kind, right number in right time and right place. to meet the needs of the programmes of expansion, diversification etc.

Objectives of HRP
 to foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies.  Assessing skill requirement in future.  Determining training & development needsof the organisation. organisation.  Anticipating surplus or shortage of staff & avoiding unnecessary detention or dismissal.  to estimate the cost of human resources.

Objectives of HRP
 to foresee the impact of technology on work, existing employees and future human resource requirements & Helping the organization to cope with the technological development & modernization.  Ensuring higher labor productivity.  Ensuring career planning of every employee of the organization & making succession programmers.

Objectives of HRP
Ensuring optimum use of human resource in the organisation. organisation. to maintain congenial industrial relations by maintaining optimum level and structure of human resources.

Importance of HRP
 Future Manpower Need  Basis for effective recruitment and selection  Basis for employee development programmes  To avoid disturbance in the production process  Coping with change  Replacement of Persons  Labour Turnover  Expansion Plans  Helps in Positioning

HRP Process Analysising organisational objectives, plans Demand forecasting

Supply forecasting

Estimating the net human resource requirements

Surplus

Shortage

Why Human Resource Planning is important ?

Linking business strategy with operational strategy:
HRP is an important process to maintain the link between business strategy and it operation. It follows different procedures including the need to assess the impact of technological changes on new jobs and new skills
(Example: Nepal Telecom staff used to operate Wireless Set before, but at present complex IT equipments must to handle.)

Minimizing the risk of loosing:

By forecasting the needs of technical and other human resources it can minimize the future risk of loosing. Delay in recognizing human resources might be costly and expensive in the future.
(Example: Government run banks are compelled to upgrade own staff by providing latest skills and knowledge to them to compete with other fast growing banking organizations.)

HRP needs for HRD :

HRP is important for planning the investment in the development and utilization of human resources. Any investment in the HR activities is considered an investment for the future growth and development of the organization.
(Example: When curriculum has to be changed, required knowledge and skills of teachers/instructors should be developed prior to implement the new curriculum. So, educational institutions have to be aware of that)

HRP is pro-active, not reactive :

For solving any sort of future HR problem HRP is pro-active rather than re-active.
(Example: HRP might be helpful to accommodate government legislation regarding inclusion, qualification, possible future demand of trade unions)

HRP is not in isolation :

HRP recognizes that there must be an explicit link between planning function of human resources and other organizational functions, such as strategic planning and market forecasting.

HRP is promotes awareness :

HRP promotes the awareness that human resource activities are equally important at every level of the organization. Both lone and staff managers have to be involved in HR planning activities.

Assessing Human Resource Strategy

How strategy affects?
The organizations objectives and strategies for the future determine future need of human resources. It means number and mix of human resources are reaction to the overall organizational strategy.

Assessing Human Resource Strategy

Implications of future demands
Projection of future human resource needs and future direction of the organization is done basing upon the assessment of its current human resources situation. So, year by year analysis for every job level and type is necessary. Organization usually needs heterogeneous mix of people but it is not easy task to maintain all type of people in the organization. If accurate estimates are to be made of future demand in both qualitative and quantitative terms, a lot of information is required.

Assessing Human Resource Strategy

Implications of future supply
Increase and decrease of future human resources assessed by estimating changes in internal supply looking at different factors of changes. So, increasing and decreasing of human resources is normal.

Assessing Human Resource Strategy

Increasing supply
Increment in human resource supply can be done by combination of following sources: New hiring : easily predictable with high accuracy Transfer of personnel: affects in other unit and so difficult. Individuals returning from long leaves: Such as maternity, military service. These are easy to estimate as they are for fixed period. But difficulties arises when the period exceeds not from the cause of the organization. In this situation the organization can not fire the employee as per legislation.

Assessing Human Resource Strategy

Decreasing supply
Decrease in human resource supply can be done by combination of following sources: Retirements : easily predictable with high accuracy but very difficult to forecast voluntary quits, prolonged illness and deaths. Dismissals: It can be forecast within reasonable limits of accuracy. Sabbaticals: easy to predict as it is given to the employees in frequent intervals, especially to the universities teachers usually with full salary paying.

HRP Process Analysising organisational objectives, plans Demand forecasting

Supply forecasting

Estimating the net human resource requirements

Surplus

Shortage