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Macro and Micro level issues of human resource planning

  Macro and Micro level issues of human resource planning Human Resource Planning has both macro and micro level issues. Macro level includes demographic changes, legal central, policies and markets technology etc. Micro level includes organizational restructuring, skill, strategic objective, trade unions etc. Macro is uncontrollable factor and Micro level is controllable factor. Macro Level plays an important level in India.  Development of Human Resources is one of the important objectives of any country for long term economic growth. For a developing economy like India such important is for more. This is more visible from our economic planning as governments over the years have been giving increasing priority to population planning and control, education, health, housing etc. 1) Population Planning and control: To enforce control over population explosion, population planning and control measures have been initiated by the Government. Unless such control is enforc
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Succession Planning Process

Human Resource Forecasting Human Resource Forecasting refers to the interaction between the decision maker’s perceptual and cognitive processes and the objective characteristics of their environment. There are a number of important elements to consider in order to successfully forecasting labour demand and supply: identifying stakeholders who will be involved, determining the appropriate planning horizon, and defining the internal and external labour force. The Human Resources Planning Team The Human Resource Planning team should include all relevant stakeholders across multiple functional areas and organizational levels. Explicitly developing a team for the Human Resource Planning process helps to ensure success of the strategies within the plan and holds those who are not meeting the goals accountable. It is critical not only to align the Human Resource plan to the organization’s strategic plan, but to also communicate how the plan will affect future operations, finan


           HUMAN RESOURCE DEMAND AND SUPPLY FORECASTING Labour forecasting is key to an organization’s ability to achieve its operational, production, and strategic goals. Forecasting Human Resource Supply The objective of identifying future Human Resource supply requirements is to determine the number of employees in each job and their knowledge, skills, abilities, and other characteristics . In addition, forecasting Human Resource supply is essential in determining the characteristics of hiring sources within the predetermined planning horizon in order to establish whether future Human Resource supply is sufficient to match future Human Resource demands. For this , an organization needs to evaluate both their internal and external labour force. This step is dependent on an accurate assessment of the current workforce situation. Forecasting Human Resource supply involves an understanding of internal and external potential Human Resource supplies. Forecasting Externa

Process of Human Resource Planning

The following are the major steps involved in Human Resource Planning 1. Analysis of Organizational Plans and Objectives Human Resource planning is a part of overall plan of a business organisation. Plans relating to technology, production, marketing, finance, expansion and diversification give an idea about the volume of future work activity. Each plan can further be analyzed into sub-plans and detailed programmes. It is also important to decide the time horizon for which Human Resource plans are to be prepared. The future organization structure and job design should be made clear and changes in the organization structure should be examined so as to anticipate its Human Resource requirements in future. 2. Forecasting Demand for Human Resources Human Resource planning starts with the estimation of the number and type of Human Resource required at different levels and in different departments. The main steps involved in Human Resource Planning process are (a) to deter


                  Human Resource Planning Introduction Human Resource Planning (H RP) is a step in Human Resource Management. The process of identifying how many people to select, at what job and at what time is called Human Resource planning. Human Resource Planning is to get the right number of employees with the right skills, experience, and competencies in the right jobs at the right time and at the minimum cost. This Human Resource part of an organization ensures that the business production requirements are met in an efficient and effective manner. Having too many employees is challenging due to the risk of high labour expenses, downsizing, or layoffs. Having too few employees is also difficult due to high overtime costs, the risk of unmet production requirements. Human Resource Planning is also called as Manpower planning. It consists of a series of activities, listed as following ways. 1. Forecasting future manpower requirements: