SUB TO : PREPARED BY.

PROF.SHAMLI SAHIL(9010)
SHIV KUMAR(9009)
 In simple words, human resource planning is
understood as the process of forcasting an
organisation ‘s future demand for, and supply of,
the right type of people in right number.
 Organisational planning includes the managerial
activities that set the company objective for the
future and determines the appropriate means for
achieving those objectives.
 Human resource planning is variously called
Stratgic manpower planning, or Employeement
planning
 According to Pausel and Ponder”Hrp is the
process of forcasting a firm’s future demand for,
and supply of, the right type of people at right
number.
 IMPORTANCE OF HRP
 1.PERSONAL NEEDS TAKEN CARE OF
;Basically hrp gives the number and types of
people required in the coming period, when these
numbers are adhered to, organisations will be
assured of the right number and the right types of
employees.
 In the absence of hrp, organisations tend to run
the risk of shortage or problem of surplus labour
force.
As pointed out hr management must became an
integral part of strategic management
process.All activity of hrm planning, hiring,
training, remunerating and maintainng must
merged with strategic management.
3.CREATING HIGHLY TALENTED
PERSONNEL :
As we mentioned earlier jobs are becoming highly
intuctual and incumbents are getting vastly
professional.Qualified and competent people
are known for job hopping thereby frequent
shortages in the organisation
 International expansion strategies depand upon
HRP. The department ability to fill key jobs with
foreign nationals and reassignment of employees
from within or across national border is a major
challenge facing international business.transfer
 5.foundation for personnel functions :
 As stated earlier, hrp provides essential
information for designing and implementing
personnel functions, such as recruitement,
selection, personnel movement, promotion, layoffs
and training and development.
 Another compelling reason for hrp is the
investment an organisation makes in its human
resource .human assets as opposed to physical
assets, can increase in value.an employee who
gradually develop his/her skills and ability
becomes a more valuable resource
 7.RESISTANCE TO CHANGE AND MOVE :
 There is growing resistance among employees
to change and move There is also a growing
emphasis on self evaluation and on evaluation
of loyalityand dedication to the organisation.
1.TYPE AND STRETEGY OF ORGANIZATION
The type of organization is an important
consideration because it determines the production
process involved, number and type of staff needed,
and the supervisory and managerial personnel
required. The stretegic plan of the organization
defines the organization’s hr needs.
For example-a stretegy of organic growth means that
addition employees must be hired primarily, the
organization decides either to be proactive or
reactive in hrp.
 The stage of an organization’s growth can have
considerable influence on human resource
planning. Small organization in the embyonic
stage may not have personnel planning need for
planning is felt when the organization enters the
growth stage
 3.ENVIROMENTAL UNCERTAINTIES :
 HR managers have the privilege of operating in a
stable and predictable enviroment political, social,
and economic changes affect all
organizations.personnel planners deal with
enviromental uncertainties by carefully
formulating recruitment, selection, and training
and development policies and programmes.
 Yet another major factor affecting the personnel
planning is the time horizon. A plan cannot be far
too long on a time horizon as the operating
enviroment itself may undergo charges on the
other hand there are short term plans spanning six
months to one year. on the other hand, there are
long term plans which spread over three to wenty
years.
 For example-must be for a short period plans for
others where enviroment is fairly stable ex a
university plan, may long term
 In general greater the uncertainity, shorter the plan
time horizon and vice-versa.
The information used to forcast personnel needs
originates from a multitude of sources. A major
issue in personnel planning is the type of
information which should be used in making
forcasts, closely related to the type of
information is the quaility of data used.
6. LABOUR MARKET :
Labour market depends comprises people with
skills and abilities that can be trapped as and
when the need arises