Chapter 8

Health and Safety and Human Resource Planning

Objectives:

 Explain the concept of human resource planning, its importance and objectives.
 State and analyze the process of human resource planning.
 Justify and describe the need of evaluation in human resource planning.
8.1. Introduction
In early discussions of human resource planning, Vetter (1967) defined it as “the process
through which management determines how the organization should move from a current
manpower arrangement to a more desired arrangement.” By the use of strategic planning,
management aims to have the right number and the right kind of employees, at the right place at
the right time, performing actions which result in long-term benefits to both the individual and
the organization.
Modern human resource planning concerns the forecasting of the organization’s Human
Resource needs for the future and the planning required to meet those needs. It requires not only
the establishment of objectives, but also the development and implementation of certain
programs, such as staffing and training, to make sure people are present with the proper traits and
skills when they are needed. Human resource planning also involves the collection of data, which
can be used to evaluate program effectiveness and give notice when revision is needed. One of
the objectives of planning is to facilitate organizational effectiveness, so it must be integrated
with the organization’s business objectives. Human resource planning continues to receive
increased attention due to such factors as the development of new technology, changes in
economic conditions, globalization, and a changing workforce.

8.2. Pre-Test
Reflect and answer the following:
1. What is HRP? Why is it an important activity?
2. Give the objectives of human resource planning. Cite example
3. How is human resource planning done?
4. Why is there a need to evaluate HRP?

8.3. Definition of Terms

Unlocking Concepts

1. Human Resource Planning - Human Resource Planning is a sub-system of total

organizational planning. It facilitates the realization of the company’s objectives for

CHAPTER 8: HEALTH AND SAFETY AND HUMAN RESOURCE PLANNING 2

 the future by providing the right type and number of personnel. HRP is also called
Manpower planning, personnel planning or Employment planning.

2. Human Resource Evaluation - This is “a set of planned, information-gathering, and

analytical activities undertaken to provide those responsible for the management of
change with a satisfactory assessment of the effects and/or progress of the change
effort”.

8.4. Importance of Human Resource Planning

The next discussion will thoroughly explain the significance of Human Resource
Planning.

1. Forecast future personnel needs - This is to avoid the situations of surplus or

deficiency of manpower in future, it is important to plan your manpower in advance.
For this purpose, a proper forecasting of futures business needs helps you to ascertain
our future manpower needs.

2. Cope with change - HRP enables an enterprise to cope with changes in competitive
forces, markets, technology, products and government regulations. Such changes
generate changes in job content, skills demands and number of human resources
required.

8.5. Objectives of Human Resource Planning

The next discussion will thoroughly explain the Objectives of Human Resource Planning.

1. To provide control measures to ensure that necessary Human Resource is available

as and when required;
2. To assess the surplus and shortage of HR (Right sizing);
3. To provide direction to all HR activities and systems;
4. To unite the prospective of line managers and staff;
5. To anticipate the impact of technology on jobs and HR;
6. To determine the cost of HR;
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 7. To determine the level of Recruitment and Training and;
8. To meet the needs of expansion/growth and diversification/modification programs.

8.6. Process of Human Resource Planning

The next discussion will thoroughly explain the Process of Human Resource Planning.

1. Analyzing Organizational Objectives - The objective to be achieved gives the idea

about the work to be done in the organization.

2. Inventory of Present Human Resources - From the updated human resource

information storage system, the current number of employees, their capacity,
performance and potential can be analyzed

3. Forecasting Demand and Supply of Human Resource - The human resources

required at different positions according to their job profile are to be estimated. The
available internal and external sources to fulfill those requirements are also measured.

4. Estimating Manpower Gaps - Comparison of human resource demand and human

resource supply will provide with the surplus or deficit of human resource.

5. Formulating the Human Resource Action Plan - The human resource plan depends
on whether there is deficit or surplus in the organization. Accordingly, the plan may
be finalized either for new recruitment, training, interdepartmental transfer in case of
deficit of termination or voluntary retirement schemes and redeployment in case of
surplus.

6. Monitoring, Control and Feedback - It mainly involves implementation of the

human resource action plan. Human resources are allocated according to the
requirements and inventories are updated over a period. The plan is monitored strictly
to identify the deficiencies and remove it.

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8.7. Reasons of Human Resource Planning
The next discussion will thoroughly explain the Reasons of Human Resource Planning.

1. There is more efficient and equitable use of Human Resource (HR) - If HRP is
made to really provide accurate information about how many people and what kind of
people are needed, there is a slim chance that those recruited and selected will not be
able to do their jobs.

2. There is more effective employee development and feeling of greater sense of

fairness - In organizations with effective HRPs, employees are aware that the HRD’s
function is to implement human resource policies including the determination of
various human resource requirements. As HRP is a systematic process, employees
will readily understand that it is a fair means. Layoffs, new hiring or even the need for
additional training may be anticipated. In any case, the employees will feel that any
HR activity is a result of what is actually needed and not the effect of the whims and
caprices of management.

8.8. Human Resource Evaluation Necessities

The next discussion will thoroughly explain the Necessities of Human Resource
Management.

1. Determine future investments in HR.

2. Improve HR processes.
3. Identify alignment of HR with business strategies.
4. Build intellectual capital within the organization.
5. Stop doing what isn’t effective.
6. Be accountable to stakeholders and ensure employee and management accountability
7. Reflect on and improve the overall climate and health of the organization.
8. Avoid fads and “flavors of the month” – HR seems particularly vulnerable to fads
and evaluation can be a means for it to determine whether a new intervention is truly
a quality improvement.

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 9. Lead the organization in keeping employees motivated and productive.
10. Improve HR’s image within the organization by showing how much it contributes to
organizational success.

8.9. Conclusion
Organizations typically plan their future needs for supplies, equipment, building
capacity and financing. Organizations must also plan to ensure that their human resource
needs are satisfied. Human Resource Planning involves identifying staffing needs,
forecasting available personnel and determining what additions or replacements are required
to maintain a staff of the desired quantity and quality to achieve the organization’s goals.
The Human Resource Planning function involves at least three different elements: job
analysis, forecasting demand and supply, and legal restraints. HRP is an important function
for the growth and success of any business. It is an integral part of the business and is
directly related to the formulation and implementation of business strategy. HRP is about
determining the future scope and nature of the work that needs to be done in the organization
and putting plans in place to ensure that the organization meets these staff requirements.
It involves not only looking inside in order to identify the jobs that need to be filled, the
number of staff required, and their competencies; but also looking outside the organization to
determine the availability of the required staff in the labor market. Poor HR planning or the
absence of the same in an organization hampers work in the short run, and has an adverse
effect on the organization in the long run. The overall goal of HR planning is to have the
optimal amount of staff to make the most for the company. Because the goals and strategies
of the company change over time, human resource planning is a regular occurrence. Thus,
HR planning should be an integral part of every organizational planning.

8.10. Post Question

1. How is human resource planning done?
2. Why is there a need to evaluate HRP?
3. Give the objectives of human resource planning. Cite example
4. What is HRP? Why is it an important activity?

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 REFERENCES

Books:
Medina, Roberto G. (2006), Personnel and Human Resources Management, Philippines: Rex
Book Store Inc.

Online Sources:
Mughal, Malik, Human Resource Evaluation, 2016. (Accessed on:
https://www.slideshare.net/MalikMughal/human-resource-evaluation-by-malik-
muhammad-mehran)
Qureshi, Asma, Human Resource Planning Process, 2017. (Accessed on:
https://www.slideshare.net/DrAsmaQureshi/human-resource-planning-process-79906055)
Rawat, Rashmi, Objectives of HR Planning, 2012. (Accessed on:
https://www.slideshare.net/rashmi19871/objectives-of-hr-planning)
Sharma, Kativa, Human Resource Planning and Development, 2013. (Accessed on:
https://www.slideshare.net/kavitasharma23/human-resource-planning-development)

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