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TISS Library - HRP Concept & Need
TISS Library - HRP Concept & Need
Definition HRP is defined as the process by which management determines how an organization should move from its current manpower position to its desired manpower position. HRP is also called manpower planning, personnel planning or employment planning.
Objectives of HRP
To ensure optimum use of existing HR. To forecast future requirement for HR. To provide control measures to ensure that necessary HR are available as and when required. To asses the surplus and shortage of HR. (Downsizing).
Importance of HRP
Future Personnel needs exa-excess staff, VRS Creating highly talented personnel - upgrade International Strategies PCNs, HCNs, TCNs Foundation of personnel function recruitment,
selection, promotions
HRP
Time horizons
Outsourcing
Nature of job
1. The type of organization determines the production process, type of staff, (supervisor and manager). And the strategy plan of the organization defines its HR needs. 2. Organizational growth cycle and planning start up, growth, maturity, decline 3. Environmental uncertainty political, social and economical change affect all organizations. 4. Outsourcing the process by which employees transfer routine or peripheral work to the another organizations.
5. Nature of job job vacancies, promotions and expansion strategies. 6. Type and quality of forecasting information - organizational structure, budgets, production. 7. Time horizons long term plans and short term plans, the greater the uncertainty the shorter the plan. Example computers and university.
HRP Process
Environment
Org objectives and policies
HR Needs Forecast
HR Supply Forecast
HR Programming
HRP Implementation
Surplus
Shortage
HRP Process
1) 2) 3) 4) 5) Environment - : Economic factors Technological Changes Demographic changes Political and legislative issues Social concerns
i. ii.
HRP Process
HR Programming-: Once the Organizations HR need and supply are forecast, Then vacancies can be filled by the right employee at the right time. HR Plan Implementation-: Implementation requires converting an HR plans into action. (Recruitment, Training, etc.)
Control and evaluation : Surplus restricts hiring, reduced hours (VRS, lay off etc) Shortage recruitment and selection