In certain industry, there are people who make up the

workforce of an organization. The human element is

the most important resources for the majority of the
organizations today.
Here in the Philippines, leading companies have
realized that nurturing an entrepreneurial culture
through the implementation of various strategic human
Introduction resource management practices could enhance their
firm’s ability to gain competitive advantage and
achieve superior performance.

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 Is the continuous process of systematic
planning ahead to achieve optimum use of an
organization's most valuable asset—quality
employees and also ensures the best fit between
employees and jobs while avoiding manpower
Human Resource Planning shortages or surpluses 

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 • Recruit, retain & minimize the turnover of human
resources
• Foresee the impact of technology & improve standards
• Anticipate the impact of technology on jobs and HR
• Determine the level of recruitment and training
• Estimate the cost of HR and housing needs of
Objectives of Human employees
Resource Planning • Meet the needs of expansion and diversification
programmes

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 • Checks the corporate plan of the organization
• Facilitates in selecting the right person at the right time for
the right job.
• Provides scope for advancement and development of
employees through training , development, etc
• Helps to anticipate cost of salary and wages
• Provides inputs for recruitment and selection process
Benefits of Human
Resource Planning • Helps in expansion and diversification of the company

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 • Future Manpower Needs: It means, human resource planning
is regarded as a tool to assure the future availability of
manpower to carry on the organizational activities.
• Coping with Change: It helps assess the current human
resources and adapts it to changing technological, political,
socio-cultural, and economic forces.
• Development of Human Resources: Training and
Development campaigns to impart the required skill and ability
in employees.
Importance of Human
Resource Planning • Proper Utilization of Human Resources: Assessing and
recruiting skilled human resource.
• Uncertainty Reduction: Managing unexpected changes or
sudden changes.

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 Human resource planning is a process through which the
right candidate for the right job is ensured. For conducting any
process, the foremost essential task is to develop the
organizational objective to be achieved through conducting the
said process.

Human Resource Planning

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 1. Analyzing Organizational Objectives:
The objective to be achieved in future in various fields such as
production, marketing, finance, expansion and sales gives the idea
about the work to be done in the organization.

2. Inventory of Present Human Resources:

From the updated human resource information storage sys­tem, the
current number of employees, their capacity, perfor­mance and
potential can be analyzed. To fill the various job requirements, the
internal sources (i.e., employees from within the organization) and
external sources (i.e., candidates from various placement agencies)
Human Resource Planning can be estimated

3. Forecasting Demand and Supply of Human Resource:

The human resources required at different positions according to their
job profile are to be estimated. The available internal and external
sources to fulfill those requirements are also measured. There should
be proper matching of job description and job specification of one
particular work, and the pro­file of the person should be suitable to it.
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 4. Estimating Manpower Gaps:
Comparison of human resource demand and human resource supply will provide
with the surplus or deficit of human resource. Deficit represents the number of
people to be employed, whereas surplus represents termination. Extensive use of
proper training and development programme can be done to upgrade the skills of
employees.
5. Formulating the Human Resource Action Plan:
The human resource plan depends on whether there is deficit or surplus in the
organization. Accord­ingly, the plan may be finalized either for new recruitment,
training, interdepartmental transfer in case of deficit of termination, or voluntary

Human Resource Planning retirement schemes and redeployment in case of surplus.

6. Monitoring, Control and Feedback:
It mainly involves implementation of the human resource action plan. Human
resources are allocated according to the requirements, and inventories are
updated over a period. The plan is monitored strictly to identify the deficiencies
and remove it. Comparison between the human resource plan and its actual
implementation is done to ensure the appropriate action and the availability of
the required number of employees for various jobs.

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 The managerial functions of staffing involves planning the
organizational structure through proper and effective selection,
appraisal and development of personnel to fill the roles
Staffing designed in to the structure”

Is the process of hiring eligible candidates in the organization

or company for specific positions.

Staffing may be defined as a management function that

determines human resources needs, recruits, selects, trains, and
develops human resources for jobs created by an organization.

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 Is to match people with jobs so that
the realization of the organizations
objectives will be facilitated.

The Goal of Staffing

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 Discovering and obtaining competent employees for
various job.

Importance of Staffing
Improves job satisfaction of employees

Reduces cost of personnel by avoiding wastage of

human resource.

Improve the quantity and quality of output by putting

right man for right job.

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 Conceptual Framework

Process
Input Human Resource
Planning : Output
1. Forecasting -Framework For
2. Accountability of Efficient
Deployment
Inventory
3. Job Analysis
Profile of the Respondents 4. Job Auditing

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 Forecasting It is the process of
Definition of making predictions of the future
based on past and present data and
Terms most commonly by analysis of some
trends in the industry.
Accountability of Inventory. There
must be a line of counter checking
from the very top of the organization
up to the lowest level at which
inventory assets are maintained.
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 Job Analysis. It is a process used to collect
information about the duties, responsibilities,
Definition of necessary skills, outcomes and work environment of a
particular job.
Terms Job Auditing. It is a formal procedure in which a
compensation meets with the manager and
employee to discuss and explore the positions
towards current responsibilities.

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