GROUP PROJECT

in

HUMAN RESOURCE MANAGEMENT

“Search in the internet on human resource planning process. Then, make your own HR

planning process for your company base from what you have researched about.”

Submitted by:

Leader: Novelyn S. Cena

Members: Jenen S. Santillan Mary Joy Maru

Elsie B. Umbao Rommel Ben A. Medallo

April Rose Gahi Reyzan Iwayan

Jovelyn M. Cataluňa Gilbert A. Apawan

Submitted to: Mrs. Hannamiah Montolo

INTROUDUCTION

Planning the right man for right job and developing him into effective team

member is an important function of every manager. It is because HR is an important

corporate asset and performance of organizations depends upon the way it is put in use.

HR planning is a deliberate strategy for acquisition, improvement and preservation of

enterprise’s human resources. It is a managerial function aimed at coordination the

requirements, and for availability of different types of employees. This involves ensuring

that the organization has enough of right kind of people at right time and also adjusting

the requirements to the available supply.

MEANING OF HUMAN RESOURCE PLANNING

Human resource planning is very essential for survival of the business. It is

a process in which the HR department takes stock of its current scenario and prepares for

the future. This is all with respect to the most vital resource of an organization, its

employee. The HR department sees whether all departments in the organization are an

appropriate size or not and also prepares for future job openings and vacancies.

DEFINITIONS OF HUMAN RESOURCE PLANNING

- “A strategy for acquisition, utilization, improvement and retention of an organization’s

human resources.”

- HRP establish control: planner work as a “policeman” who checks whether staffing

levels are optimum.

- HRP is as a continuous process of analyzing an organization’s HR needs under the

changing conditions and developing the activities necessary to satisfy these needs like

staffing, recruitment, selection, training, etc.

FEATURES OF HUMAN RESOURCE PLANNING

 The HR planning process is a very methodical one. By adhering to this, the

organization ensures that at all points in time; it has only those employees that it

requires. Also, this is an on-going continuous process. Through out the

organization’s existence HR plans have to be drawn.

 This is the forecast of size and nature of human resource required for the

organization in the future to achieve its strategic goals, or it is the process of ensuring

that the human resource requirements of an organization are identified and plans are

made for satisfying those requirements.

 It is based on the belief that people are the most important strategic resource in any

organization. It address human resource needs both in quantitative and qualitative

terms, and hence answers two basic questions: first, how many people are needed?

And second, what sort of people are needed? Human resource planning also looks at

broader issues relating to the ways in which people are employed and developed in

order to improve organizational performance. It can therefore play an important part

in strategic human resource management.

OBJECTIVES OF HUMAN RESOURCE PLANNING

 Hiring Employees: When a company hires employees, it is often human resources

managers that are responsible for interviewing new applicants to ensure the

company’s needs are met. One major objective for human resources managers is to

find the appropriate number of people with the best-fitted skills and experiences for

the company’s needs. Experienced workers will get the work done for the lowest

amount of funding with the goal of bringing in the maximum profits.

 Union Workers: Same workers are controlled by unionized laws and regulations.

Companies operating under unionized regulations also have a human resources

department. One major objective for unionized companies is to follow the union’s

regulations and plans in regards to wages and salaries. This means respecting the

requirements set out by the union, despite the performances and seniority of the

company’s workers.

 Equality and Legality: Human resources workers are responsible for developing

manuals and guides for employees and managers to follow, whether they are training

mauals or safety guides. One major objective for the human resources department is

to create guides and manuals that not only holds true for years to come, but also

provide a planned method of completing tasks in the given company.These

administrative guides give the company control over how employees perform tasks.

 Administrative Manuals: Another major for a human resources department in terms

of planning is to create plans, rules and regualtions that meet the local statewide laws

in the given industry.

 Having a business in the future will be great, we all know it is not easy but if

we are going to pursue each goals we have in our life, we can possibly make it. So, if we

are having a business corporation together, our HR planning process will be this process;

STEP 1

Business Strategy Plan: We are defining future activity levels and initiatives demanding

new skills.

STEP 2

Resourcing Strategy: We are planning to achieve competitive advantage by developing

intellectual capital, employing more capable people than rivals, ensuring that they

develop organization specific knowledge and skills, and taking steps to become an

‘employer of choice’.

STEP 3

Scenario Planning: We are going to assess in broad terms where the organization is going

in its environment and the implications for human resource requirements.

STEP 4

Demand Supply Forecasting: We will estimating the future demand of for people

(number and skills), and assessing the number of people likely to be available from

within and outside the organization.

STEP 5

Labor Tunover Analysis: Analyzing actual labor turnover figures and trends as an input

to supply forecasts.
STEP 6

Work Environment Analysis: Analyzing the environment in which people work in terms

of the scope it provides for them to use and develop their skills and achieve job

satisfaction.

STEP 7

Operational Effectiveness Analysis: We will analyzing the productivity, the utilization of

people and the scope for increasing flexibility to respond to new and changing demands.

CONCLUSION

Today, human resource planning is viewed as the way management comes

to grasp the ill-defined and tough-to-solve human resource problems facing an

organizations. Human resource planning as a process of determining the human resources

required by the organization to achieve its goals. Human resource planning also looks at

broader issues relating to the ways in which people are employed and developed in order

to improve organizational effectiveness. HRP is a decision making process that combines

activities such as identifying and acquiring the right number of people with the proper

skills, motivating them to achieve high performance and creating interactive links

between business objectives are resource planning activities. Human resource planning

may be defined as a strategy for the acquisition, utilization, improvement and

preservation of the human resources of an enterprise. It is the activity of the management

which is aimed at co-coordinating the requirements for and the availability of different

types of employees.