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002 BBA(MOM)

Human Resource Planning (Neeti Jain)

Human Resource Planning is the process by which an organization ensures that it has the right number and kind of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.

HRP ?? (Neeti Jain)

In the words of Coleman, Manpower planning is the process of determining man power requirements & the means for meeting those requirements in order to carry out the integrated plan of the org. HRP is a two-phased process by which management can project the future manpower requirements & develop suitable action plans. It is the process of developing & determining objectives, policies & (Neeti that will procure, programmes Jain)

HRP Major objectives of human resource planning in an org are as follows :

To ensure optimum use of human resources currently employed. To avoid imbalances in the distribution & allocation of human resources. To assess or forecast future skill requirements for the accomplishment (Neeti Jain)

To estimate cost of HR & housing needs of employees. To assist the shortage & surplus of HR. To link HRP with organization planning. To determine recruitment & training. To formulate transfer & promotion policies. (Neeti Jain)

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HRP manpower or human Listing of current

resources with the programme. Assessing the extent to which the current manpower is utilized to the advantage of the org. Phasing out the surplus manpower, if any. (Neeti Jain)

Designing training programmes for different categories of manpower. Analyzing the requirements of manpower in future in the light of expansion plans, retirement of personnel etc. Making manpower procurement plans. (Neeti Jain)


HRP It leads to improvement in the overall business planning process.

Manpower planning results in reduced labour costs as it helps the management to anticipate shortages &/or surpluses of manpower & correct these imbalances before they become unmanageable & expensive. (Neeti Jain)

It provides scope for advancement and development of employees through training, development etc. It enables identification of the gaps of the existing manpower so that corrective training could be imparted. Thus, the training programme becomes more effective. It leads to a greater awareness of importance of sound manpower management throughout the org. (Neeti Jain)



Determining objectives of HR planning. Inventory of HR skills. Demand & supply forecasting. Estimating the net manpower requirements. (Neeti Jain)

Action plan for redeployment & redundancy. Determination of job requirements of positions to be filled. Employment plan. Training & development program. (Neeti Jain)

Quantitative Aspect
It is concerned with determining the number of employees required in a future period of time. TYPES ARE :

Work Load Analysis

The total work load in each dept. is estimated on the basis of sales forecast, work schedule & expansion plan. Through this total workload is converted into manpower requirement.

Work Force Analysis

A process through which organizations review staffing data and trends to determine their current and future hiring needs. (Neeti Jain)

The quality of employees required for job can be determined only after determining the job requirement for this it requires job analysis. (Neeti Jain) (Neeti Jain)