HUMAN RESOURCE PLANNING

Human Resource Planning (HRP) can be defined

as the process of ensuring the right number of
qualified people into right job at the right time to
deliver the results in an efficient and effective
manner.
Main purpose of HRP is to assess where the
organization is, where it is going and what
implications these facts have for the future
supply and demand of human resources.
 OBJECTIVES OF HRP
 To maintain the required quantity and quality of human
resources for a smooth and efficient functioning.
 To forecast the turnover/attrition rates.
 To meet the need of human resources at the time of
diversification or expansion.
 To foresee the effects of technological changes on the
requirement of human resources.
 To develop the existing human resources to match the human
resource requirements of the future.
 To optimize stuffing in the organization.
 To make contingent plans to handle sudden requirements
 To utilize human resources effectively and efficiently.
 To estimate the value of human resources and their
contribution to the organization.
 HRP AT DIFFERENT LEVELS

Corporate-level Planning: Identifying the

broad policies like changing market situation,
strategic plans of the organization,
technological changes in the organization in
relation with human resources.
Intermediate-level Planning: This planning
is done under Strategic Business Unit Level.
This planning can be done only by
maintaining the balance with the corporate
level planning. HRP at this level include
recruitment/layoff strategy, retaining strategy
etc.
 HRP AT DIFFERENT LEVELS

Operation Planning: These plans are made at the

operational levels, it includes plans like training &
development of resources, recruitments etc.
Planning Short-term activities: planning at this
level includes day to day activities like grievance
handling. These planning are important because it
ensure the success of failure of the corporate level
plans.
 Process of HRP

1. Assessing Current Resources and Making an

inventory
2. Forecasting
3. Matching the inventory with future
requirement.
 MANAGING THE FORECASTED DEMAND AND SURPLUS

Managing Future Demand

Managing Future Surplus:
Retrenchment
Outplacement
Lay-offs
Leave of absence without pay
Loaning
Work sharing
Reduced work hours
Voluntary retirement
Attrition