Introduction

Human Resource planning is a process of analyzing and identifying the need for and availability of human resource so that the organization can meet its objective.

Characteristics of Human Resource Planning

The main focus of human resource planning is

on choosing the required number and types of personnel for appropriate jobs in a cost-effective way. The following are its characteristics: HR planning aims at fulfilling corporate strategies and goals through effective utilization of human resources. As such, it is effectively aligned with the business strategies of the organization.

 It is not a solitary act; rather, it is a process

involving a series of related activities carried out on a continuous basis. It not only meets the short-term HR requirements of an organization but also determines its longterm strategies and future directions from the HR perspective. It is a logical and efficient decision-making activity involving systematic analysis of data gathered in a scientific manner. Thus, it is neither a haphazard nor an ad hoc activity.

Importance
Each Organization needs personnel with necessary qualifications, skills, knowledge, experience & aptitude.
Need for Replacement of Personnel. Meet manpower shortages due to labour turnover. Meet needs of programmes.

expansion

downsizing

Cater to Future Personnel Needs - Avoid surplus or deficiency of labour.

 Nature of present workforce in relation with Changing Environment - helps to cope with

changes in competitive forces, markets, technology, products and government regulations.

Needs Of HRP
The shortage of certain categories of employees

and/or variety of skills despite the problem of unemployment. The rapid changes in technology , marketing, management etc., and the consequent need for new skills and new categories of employees. The changes in organization design and structure affecting manpower demand.

 The demographic changes like the changing

profile of the workforce in terms of age, gender, education etc. The Government policies in respect to reservation, child labour, working conditions etc. The labour laws affecting the demand for and supply of labour.

Benefits of HRP
HR planning helps the organizations in utilizing

human resources better through effective planning and timely execution. It assists the organization in anticipating the future trends in the demand for and supply of labour. It replaces haphazard and thumb-rule approaches towards human resource management with a wellplanned, systematic and scientific approach. It provides scope for advancement and development of employees through training, development etc.

 It

helps to anticipate the cost of salary enhancement, better benefits etc. It helps to anticipate the cost of salary , benefits and all the cost of human resources facilitating the formulation of budgets in an organization. To foresee the changes in values, aptitude and attitude of human resources and to change the techniques of interpersonal ,management etc. To plan for physical facilities, working conditions and the volume of fringe benefits like canteen, schools, hospitals, conveyance, child care centres. quarters, company stores etc.

 It helps to take steps to improve human resource

contributions in the form of increased productivity ,sales turnover etc. It facilities the control of all the functions, operations, contribution and cost of human resources.

FACTORS AFFECTING HUMAN RESOURCE PLANNING:

GROWTH STAGE

LABOUR MARKET & HR POLICIES

STRATEGY & TYPE OF ORGANIZATIO N

HRP
JOB ANALYSIS

ENVIRONME N-TAL FACTORS

OUTSOURCING

TIME HORIZONS

TYPE AND QUALITY OF INFORMATIO N

1. TYPE

AND STRATEGY:

The type of organization

determines the production process and thus, the HR

needs. Strategies like expansion, diversification also

influence the HR needs. 2. ENVIRONMENTAL
Economic Changes.

FACTORS:

Social,

Political

and

3. TYPE AND QUALITY OF INFORMATION:

forecasting, better the HR plan.

Better the

4. TIME HORIZONS: Short Term Plan/ Long Term Plan. 5. GROWTH STAGE: Start-up, Growth, Maturity and Decline.

6. JOB ANALYSIS: It means the detailed study of the job. It

determines the quality and quantity of employees required.

7. LABOUR MARKET AND HR POLICIES:

Labour

market means the availability of people with skills and abilities that can be acquired as and when required. HR Policies includes the quality of HR to be induced, the compensation level, working conditions.

8. OUTSOURCING: If outsourcing facility is available than one

should outsource the work if the cost of labour is less. Mostly non core activities are outsourced.

The HRP Process.

ENVIRONMENT ORGANISATIONAL OBJECTIVES AND POLICIES HR NEEDS FORECAST HR PROGRAMMING HR SUPPLY FORECAST

HRP IMPLEMENTATION CONTROL & EVALUATION OF PROGRAMME

SURPLUS SHORTAGE

Environment techniques.
Economic factors.
Technological changes. Demographic changes.

Political Issue.
Social concerns.

Organizational Objectives & Policies

Downsizing / Expansion

Acquisition / Merger / Sell-out Technology upgradation / Automation New Markets & New Products External Vs Internal hiring Training & Re-training Union Constraints

HR Need Forecast
Is the process of estimating the quantity and quality of people required to meet future needs of the organisation.
External

factors - competition, laws & regulation, economic climate, changes in technology and social factors Internal factors - budget constraints, production levels, new products & services, organisational structure & employee separations

HR Supply Forecast
Process of estimating future quantity and quality

of manpower available internally & externally to an organization.

Supply Analysis Existing Human Resources Internal Sources of Supply External Sources of Supply

HR Programming.
Balancing Demand and Supply Vacancies filled in by the right employee at the right

time

HR Plan Implementation.
Recruitment, Selection & Placement
Training & Development Retraining & Redeployment Retention Plan Downsizing Plan

Control and evaluation.

Collecting Feedback
Evaluating the feedback data. Taking rectifying measures: 1. In surplus situation: restricted hiring, reduced hours, early retirement, layoff. 2. In shortage situation: recruitment, selection. 3. Demand=supply (Balanced)

Conclusion.
Human resource planning refers to the estimation of the number and type of the people needed during a period. HRP significant as it helps determine future personal needs and helps to meet the demand. It also helps in overcome resistance to change. Therefore one can say that HRP is the most essential part of HRM.

Presented By Surajit Das Porshia Moirangthem Rajdeep Bhattacharya Misbah ul Haque Mrinal Roy