Human Resource Planning :

Objective & Process

By SHARAD KUMAR
 What is Human Resource Planning :

Human Resource Planning refers to classic HR

administrative functions and the evaluation and
identification of human resources requirements
for meeting organizational goals. It also requires
an assessment of the availability of the qualified
resources that will be needed. Human resources
planning should be a key component of nearly
every Corporation’s strategic business planning.
To ensure their competitive advantage in the
marketplace, organizations must implement
innovative strategies that are designed to
enhance their employee retention rate and
recruit fresh talent into their companies.
Vetter defined human resource planning :
conventional approach
the process by which management determines
how the organization should move from its
current manpower position to its desired
position. Through planning, management
strives to have the right number and the right
kinds of people, at the right places, at the
right time, doing things which result in both
the organization and the individual receiving
maximum long-run benefits.
Contemporary approach about Human Resource planning
Contemporary human resource planning occurs within
the broad context of organizational and strategic
business planning. It involves forecasting the
organization's future human resource needs and
planning for how those needs will be met. It includes
establishing objectives and then developing and
implementing programs (staffing, appraising,
compensating, and training) to ensure that people are
available with the appropriate characteristics and skills
when and where the organization needs them. It may
also involve developing and implementing programs to
improve employee performance or to increase
employee satisfaction and involvement in order to
boost organizational productivity, quality, or innovation
Human Resource Management: Nature

Human Resource Management is a process of bringing

people and organizations together so that the goals of
each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the
organization.
• It is all about people at work, both as individuals and
groups.
• It tries to put people on assigned jobs in order to
produce good results.
• It helps an organization meet its goals in the future by
providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between
people working at various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with
manpower planning, recruitment, selection,
placement, transfer, promotion, training and
development, layoff and retrenchment,
remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working
conditions and amenities such as canteens,
creches, rest and lunch rooms, housing,
transport, medical assistance, education, health
and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-
management relations, joint consultation,
collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.
Objective of Human Resource planning
 To help the organization reach its goals.
 To ensure effective utilization and maximum development of human resources.
 To ensure respect for human beings.
 To identify and satisfy the needs of individuals.
 To ensure reconciliation of individual goals with those of the organization.
 To achieve and maintain high morale among employees.
 To provide the organization with well-trained and well-motivated employees.
 To increase to the fullest the employee's job satisfaction and self-actualization.
 To develop and maintain a quality of work life.
 To be ethically and socially responsive to the needs of society.
 To develop overall personality of each employee in its multidimensional aspect.
 To enhance employee's capabilities to perform the present job.
 To equip the employees with precision and clarity in trans¬action of business.
 To inculcate the sense of team spirit, team work and inter-team collaboration.
Steps for Human Resource Planning:
 Environmental Analysis : the general status of the economy, industry, technology
and competition; labor market regulations and trends; unemployment rate; skills
available; and the age and sex distribution of the labor force. Internal data required
include short- and long-term organizational plans and strategies and the current
status of the organization's human resources.

 Forecasting Human Resource Demand : Forecasting should consider the past and
the present requirements as well as future organizational directions

 Analyzing Supply : The skill inventories method is one of the techniques used to
keep track of internal supply. Skill inventories are manual or computerized systems
that keep records of employee experience, education and special skills. A forecast of
the supply of employees projected to join the organization from outside sources

 Reconciliation and Planning : The final step in human resource planning is

developing action plans based on the gathered data, analysis and available
alternatives. these plans include employee utilization plan, appraisal plan, training
and management development plan and human resource supply plan.
 Human Resource Management Plan

The Holistic
Approach:
Each component
of your HR plan
must fit with
all other components,
employees, the
organization and the
community, in order
to be effective.

Your priorities will be

unique to YOUR organization
THANKS