A process of systematically

reviewing human resource

requirements to ensure that the
number of employees matches
the required skills.

It is the process of matching

the internal and external
supplies of people with job
openings anticipated in the
organization over a specific
period of time.
 The determination of
the overall
organizational purpose
and goals and how
they are to be
achieved. The HRD
shall determine the
total manpower
component to execute
the planned strategic
activities.
A SCHEME WHEREBY CURRENT AND
FUTURE STAFFING NEEDS AND LEVELS
ARE IDENTIFIED AND WORKED
TOWARDS WITH A VIEW TO ENSURING
THEY ARE MATCHED AS PRECISELY AS
POSSIBLE.
 REQUIREMENTS
COMPONENTS OF HR ✓ Forecasting Human
PLANNING resources involves
determining the number
and types of employees
needed. The level of skills
has to be determined and
matched with the plan
operations.
AVAILABILITY

✓ The firm determines

whether there is a surplus
or shortage of manpower.
 Determining the workload inputs based on
the corporate goals and objectives.

Studying the jobs in the company and writing

the job description and job specifications
Five (5)
Steps
To
Forecasting of manpower needs
Human
Resource
Inventory of manpower Planning

Improvement plans
 Planning Techniques in HR Management

❖ Skills Inventory

This approach involves the listing of all the skills

possessed by the workforce and they are made to
relate to the requirements of the organization. It
requires detailed information of the experience and
training of every individual in the organization.
❖ Ratio Analysis

This is a technique wherein the personnel who are

promotable to the higher positions are identified
together with their backup or understudy. There
should be a ratio that will ensure that promotions will
not create any void.
❖Cascade Approach
This approach, the setting of objectives flows from the
top to bottom in the organization so that everyone
gets a chance to make his contribution.

❖ Replacement Approach
Under this approach, HRP is done to have a body of
manpower in the organization that is ready to take
over existing jobs on a one-to-one basis within the
organization.
❖Commitment Planning Approach
This technique involves the supervisors and personnel
in every component of the organization on the
identification of manpower needs in terms of skills,
replacements, policy, working conditions and
promotion so that human resource in the organization
may be up to the challenge of current and future
operations.
❖ Successor Planning Approach

This approach enables the personnel staff to get by

without having to ask much from management, which
in turn does not expect much from the HR staff in
terms of radical change.
 Software Application for HRM

❖Staffing Applications