HUMAN RESOURCE PLANNING

DEFINITION
“Human resource planning is a process of determining human
resource requirements and the means of meeting those
requirements in order to carry out the integrated plan of the
organization”
- COLEMAN
 EFFECTIVE HR PLANNING

RIGHT RIGHT
PEOPLE PLACE

RIGHT
RIGHT TIME
CAPABILITIES
 HRP OBJECTIVES

To forecast future requirement of To ensure optimum use of

Human Resource existing Human Resource

To anticipate the impact of

technology on jobs and HR

To determine the cost of HR

To determine the level of

Recruitment and Training

To meet the needs of expansion

and diversification programs
 OBJECTIVES OF HRP

1) FORCASTING HR 2) EFFECTIVE 3) REALIZING ORG.

REQUIREMENTS CHANGE MGMT GOALS

4) PROMOTING 5) EFFECTIVE HR
EMPLOYEES UTILIZATION
FACTORS AFFECTING HRP

2) CHANGE IN
ORGANISATIONAL
OBJECTIVES

3) CHANGE IN
POLICIES
 FACTORS CONT…….
 Lack of skilled resources-This is the major problem faced by the
organizations . Lack of appropriate skills, abilities, and capacities to
execute the task is a general problem experienced by the managers.

 Separation of employees- At times employees leave and separate

from the organization due to factors such as resignation , death ,
premature retirement , ill health , termination , etc.

 Change in organizational objectives- Whenever organizational plans

take different forms such as expansion , growth , diversification , etc ,
different skill sets become necessary that requires HRP.

 Change in policies- Technological changes , impact of globalization ,

or fiscal and trade policies might affect organizational functioning and
result in employee planning.
 PROCESS OF HRP
ORGANISATIONAL OBJECTIVES,PLANS AND
POLICIES

HUMAN RESOURCE
PLANNING

FORECASTING NEEDS FOR FORECASTING SUPPLY FOR

HUMAN RESOURCES HUMAN RESOURCES

IDENTIFICATION OF HUMAN
RESOURCE GAP

SURPLUS HUMAN SHORTAGE OF HUMAN

RESOURCES RESOURCES

ACTION PLAN FOR

BRIDGING GAP
 LIMITATIONS OF HRP

• People perceive that labour or employees are available in abundance

in our labour surplus economy .So , most of the time it is thought that
forecasting is a waste of time and money . Surprisingly the top
management holds such perception about HRP !
• Demand and supply of employees are inaccurate . Researches suggest
that longer the time horizon in forecasting , greater is the possibility of
inaccuracy in estimates of human resource needs.
• Various types of uncertainties like labour turnover , absenteeism ,
seasonal employment , market fluctuations and changes in technology
render human resource planning ineffective.
• Sometimes human resource planning suffers from a conflict between
quantitative and qualitative approaches used for it .