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HRP

                  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:

Forecasting future manpower requirement is the first function of Manpower planning.
Future forecasting is based on future requirement of people in the organization.

2. Preparing an inventory of present manpower:

The next important task in Human Resource Management is to prepare an inventory of
present Human Resources. Such inventory contains data about each employee’s skills, abilities,
work preferences and other items of information.

3. Anticipating manpower resources:

This can done by projecting present resources into the future and comparing the same with
the forecast of manpower requirements. This helps to determine the quantitative and qualitative
adequacy of manpower in future.

4. Meeting Manpower requirements:

This can be achieved through planning, Recruitment and selection, training & development,
introduction and placement Promotion and transfer, motivation and compensation to ensure that
future manpower requirements are correctly met. Human Resource P is the process of forecasting an
organisation’s future demand for and supply of the right type of people in the right number. It is
only after this that the Human Resource Management department can initiate a recruitment and
selection process. In simple, Human Resource Planning is a sub-system in the total Organizational
planning.


Human Resource Planning (HRP)

The success of a business is directly linked to the performance of those who work for that
business. Under achievement can be a result of workplace failures and in efficiency. Human
Resource planning is a critical component of organizational planning that ensures that the right
resources are available at the right time to achieve organizational goals, vision, and strategy. Human
Resource plans affect many elements of Human Resource, including recruitment, selection,
training, development, organizational structure, and compensation. In short,Human Resource
Planning is the basic function of Human Resource Management.

The following are some of the definitions for Human Resource Planning:

1- According to Beach:- “Human Resource Planning is the process of determining & assuming
that the organization will have an adequate number of qualified persons available at the proper lines,
performing jobs which meet the needs of the enterprise & which provide satisfaction for the
individuals involved.

2-According to Stainer:- “Human Resource Planning is the strategy for the acquisition


movement & preservation of an organiation’s Human Resource.

3-Coleman defines Human Resource Planning as ―the process of determining manpower


requirements and the means for meeting those requirements in order to carry out the integrated plan
of the organization.

Objectives of Human Resource Planning

The following are the major objectives of Human Resource Planning in an organization are
as follows:

(i) To ensure optimum use of Human Resources currently employed;

(ii) To avoid balances in the distribution and allocation of Human Resources;
(iii) To assess or forecast future skill requirements of the organisation‘s overall objectives;
(iv) To provide control measure to ensure availability of necessary resources when required;
(v) To control the cost aspect of Human Resources;
(vi) To formulate transfer and promotion policies.

Therefore, we can say that the basic idea of the function of Human Resource Planning is to
coordinate the requirements for & the availability of different types of employees.
  • Importance of Human Resource Planning

Human Resource Planning is considered as the way by which management can overcome
problems relating to Human Resource by identifying the future requirements of Human Resource
of an organization and the estimates of Human Resource supply.

The following are the significances of Human Resource Management:


1.Forcing Top Management to involve in HRM


Systematic HRP forces top management of an organization to participate actively in total
HRM functions ,an area that has been neglected by most of the companies until recently. If there
is active involvement of top management in the preparation of human resources plans.

2. Coping with Change

Human Resource Planning enables an enterprise to cope with changes in competitive
Human Resource market place , technology and government regulations. Such Changes generate
changes in job content, skill demands and number and type of personnel.

3. Providing base for developing talents

Jobs are becoming highly intellectual all over the world and individuals are getting vastly
professionalized. The Human Resource manager must use his Skill to attract and retain qualified
personnel within the organisation.

4. Protection of weaker section of society

In employment sector sufficient representation need to be given to SC/ST candidates,
physically handicap and backward class citizen. A well conceived personnel planning Programme
would protect the interests of such groups.

5. Resistance to change

There is chance of increasing resistance among employees to change . There is also a
growing emphasis on self – evolution of loyalty and dedication to the Organisation. A sound
Human Resource management can predict the possible resistance from employees and to develop suitable strategies for Human Resource development.




































































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