-Assess existing staffing levels in different parts of the organization-Prevents shortage of people-Monitors expected future compliance with legal requirements of job reservations
Once an organization’s personnel and supply are forecast, the two must be reconciled or balanced in order that vacancies can be filled by the right employees at the right time.
Implementation requires converting an HR plan into action. A series of action programmes are initiated as apart of HR plan implementation.-Recruitment, Selection and Placement – after the job vacancies are known, effortsmust be made to identify sources and search for suitable candidates. The selection programme should be professionally designed.-Training and Development – The training and development programme shouldcover the number of trainees required and programmes necessary for existing staff -Retraining and Redeployment – new skills are to be imparted to existing staff when technology changes-Retention Plan – retention plan covers actions which would help reduce avoidableseparations of employees.-Downsizing – where there is surplus employee, trimming of labour force will benecessary
Control and evaluation represents the fifth and the final phase in the HRP process. The Hr plan should include budgets, targets and standards. It should also clarify responsibilitiesfor implementation and control, and establish reporting procedures, which will enableachievements to be monitored against the plan.