HUMAN RESOURCE PLANNING

BY…

DEEPAK K AJAYAN

MEANING HRP is understood as the process of forecasting an organization's future demand for, and supply of, the right type of people in the right number.

After this only the HRM department can initiate the recruitment and selection process

Its called by manpower planning, personal planning or employment planning

DEFINITION OF HRP

• It includes the estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available, and what, if anything, must be done to ensure that personal supply equals personnel demand at the appropriate point in the future.

Basically it’s the process by which an organization ensures that it has the right number & kind of people, at the right place, at the right time, capable of effectively & efficiently completing those tasks that will help the organisation achieve its overall objectives.

Process of HRP

1. Analysing Organizational Objectives:

The objective to be achieved in future in various fields such as production, marketing, finance, expansion and sales gives the idea about the work to be done in the organization.

2. Inventory of Present Human Resources:

From the updated human resource information storage sys­tem, the current number of employees, their capacity, perfor­mance and potential can be analysed

To fill the various job requirements, the internal sources (i.e., employees from within the organization) and external sources (i.e., candidates from various placement agencies) can be estimated.

3. Forecasting Demand and Supply of Human Resource:

The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured.

4. Estimating Manpower Gaps:

Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. 

5. Formulating the Human Resource Action Plan:The human resource plan depends on whether there is deficit or surplus in the organization. Accord­ingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.

6. Monitoring, Control and Feedback:

It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is monitored strictly to identify the deficiencies and remove it.

Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various jobs.

IMPORTANCE OF HRP

1. FUTURE PERSONNEL NEEDS

• Surplus or deficiency in staff strength

• Results in the anomaly of surplus labour with the lack of top executives

2. COPING WITH CHANGE

Enables an enterprise to cope with changes in competitive forces, markets, technology, products & government regulations

3, CREATING HIGHLY TALENTED PERSONNEL

HR manager must use his/her ingenuity to attract & retain qualified & skilled personnelSuccession planning

4, PROTECTION OF WEAKER SECTIONS

SC/ST candidates, physically handicapped, children of the socially disabled & physically oppressed and backward class citizens.

5.5. INTERNATIONAL STRATEGIESINTERNATIONAL STRATEGIES

Fill key jobs with foreign nationals and re-assignment of employees from within or across national borders

6. FOUNDATION FOR PERSONNEL FUNCTIONS

Provides information for designing & implementing recruiting, selection, personnel movement (transfers, promotions, layoffs) & training & development

7. INCREASING INVESTMENTS IN HUMAN RESOURCES

Human assets increase in value

8. RESISTANCE TO CHANGE AND MOVE

Proper planning is required to do this

9. OTHER BENEFITS

• Upper management has a better view of the HR dimensions of business decision

• More time is provided to locate talent

• Better opportunities exist to include women & minority groups in future growth plans

• Better planning of assignments to develop managers can be done