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H1 Module#1 Human Resource Planning

H1 Module#1 Human Resource Planning

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Published by nsrmurthy63
Notes for Module #1 of H1, MBA-III Semester
Notes for Module #1 of H1, MBA-III Semester

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Published by: nsrmurthy63 on Oct 25, 2008
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 MBA - III SemesterH1: HUMAN RESOURCES ACQUISITION AND DEVELOPMENT(HR Elective) Module #1: Human Resource PlanningIntroduction
Human Resource Planning is the process of anticipating andcarrying out the movement of people into, within, and out ofthe organization. Human resources planning is done to achievethe optimum use of human resources and to have the correctnumber and types of employees needed to meet organizationalgoals.Human Resource Planning (HRP) is a forward looking function.It tries to assess human resource requirements in advancekeeping the production schedules, market fluctuations, demandforecasts, etc., in the background. The human resource plan issubject to revision and is tuned to the requirements of theorganisation from time to time.Thus, it is a double-edged weapon. If used properly, it leadsnot only to proper utilisation, but also reduces excessivelabour turnover and high absenteeism, and improvesproductivity.You all must have learned that nothing is as easy as it seems,especially if it is anything to do with people, remember oneneeds to take care of lots of environmental factors- internalsuch as individual and team productivity, training and laborturnover through retirements, resignations, maternity leavesand so on; as well as external!!That is why we need to plan in advance even for procuringhuman resources, which in contrast to a general myth are notabundant!! Thus, in the same line, we propose thatorganization can achieve its goals effective through effectivecontingencies of all the HR functions; for example, thestructure of an organization and the design of the job withinit affect an organization’s ability to achieve only throughthe efforts of people. It is essential therefore, those jobswithin the organization be staffed with the personnel who arequalified to perform them. Meeting these staffing needsrequires effective planning for human resources.
Though Human Resource Planning means different things todifferent people, general agreement exists on its ultimateobjectives - the most effective use of the scarce talent inthe interests of the labour and the organization.According to Geisler, “Manpower planning (HRP) is theprocess – including forecasting, developing, implementingand controlling by which a firm ensures that it has theright number of people and right kind of people, at theright place, at the right time, doing things for which theyare economically most suitable”.Decenzo and Robbins have defined HRP as “specifically,human resource planning is the process by which anorganisation ensures that it has the right number and kindof people, at the right place, at the right time, capableof effectively and efficiently completing those tasks thatwill help the organisation achieve its overall objectives”.Leap and Crino have defined HRP as “Human resource planningincludes the estimation how many qualified people arenecessary to carry out the assigned activities, how manypeople will be available, and what, if anything must bedone to ensure that personnel supply equals personneldemand at the appropriate point in the future.”
says that it is the process by which managementdetermines how the organization should move from its manpowerposition to its desired manpower position to carry outintegrated plan of the organization.It can also be defined as the task of assessing andanticipating the skill, knowledge and labor time requirementsof the organization, and initiating action to fulfill or‘source’ those requirements. Thus, if the organization as awhole or one of its subsystems is not performing to thebenchmark, in other words, it is declining, it may need toplan a reduction or redeploy its existing labor force.
From the above definitions the following features of HRPcan be identified.1.
HRP is a process which includes various aspectsthrough which an organization tries to ensure thatright people, at right place and at right time areavailable.
It involves determination of future needs of manpowerin the light of organizational planning and structure.Determination of manpower needs in advance,facilitates managements to take up necessary actions.3.
It does take into account the manpower availability ata future point in the organization. Therefore, itindicates what actions can be taken to make existingmanpower suitable for future managerial positions andthe how gap between needed and available manpower canbe fulfilled.
Thus, we can summarize that: “HRP is a kind of riskmanagement. It involves realistically appraising the presentand anticipating the future (as far as possible) in order toget the right people into right jobs at the right time”.
The basic purpose of having a human resource plan is to havean accurate estimate of the number of employees required, withmatching skill requirements to meet organisational objectives.It provides the information about the manner in which theexisting personnel are employed, the kind of skills requiredfor different categories of jobs and human resourcerequirements over a period of time in relation toorganisational objectives.Human Resource Planning is required to meet the followingobjectives.1.
Forecast personnel requirements
: HR planning is essentialto determine the future manpower needs in anorganisation. In the absence of such plan, it would bedifficult to have the services of right kind of people atthe right time.2.
Cope with Changes
: HR Planning is required to cope withchanges in market conditions, technology, products andgovernment regulations in an effective way. These changesmay often require the services of people with therequisite technical knowledge and training. In theabsence of an HR plan, we may not be in a position toenlist their services in time.3.
Using existing manpower productively
: By keeping aninventory of existing personnel in an enterprise byskill, level, training, educational qualifications, workexperience it will be possible to utilize the existingresource more usefully in relation to the jobrequirements. This also helps in decreasing the wage andsalary costs in the long run.

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