Presented by:

Kamrul Hasan Chowdhury

Nasir Uddin Mojumder
 What is HRP?
Human Resource Planning (HRP) is the process of forecasting the future
human resource requirements of the organization and determining as to how
the existing human resource capacity of the organization can be utilized to
fulfill these requirements.

Human resource planning is the most important managerial function of an

organization. It ensures three main things:
It ensures adequate supply of human resources.
It ensures proper quality of human resources.
It ensures effective utilization of human resources.
Definition of Human Resource Planning
According to Edwin B. Geisler Manpower planning is, “the process by
which a firm ensures that it has the right number of people and the right
kind of people, at the right places, at the right time, doing things for which
they are economically most useful”.
 Objectives of Human Resource Planning

Assessing manpower needs for future and making plans for recruitment and selection.
Assessing skill requirement in future for the organization.
Determining training and the development needs of the organization.
Anticipating surplus or shortage of staff and avoiding unnecessary detentions or
dismissals.
Controlling wage and salary costs.
Ensuring optimum use of human resources in the organization.
Helping the organization to cope with the technological development and modernization.
Ensuring career planning of every employee of the organization and making succession
programmers.
Ensuring higher labor productivity.
 Need and Importance of Human Resource Planning

Assessing Needs
Replacement of Persons
Expansion Plans
Labor Turnover
Technological Changes
Factors Affecting Human Resource Planning
 Human Resource Planning at Different Levels

National level
Sector level
Industry level
Unit level
Departmental level
Job level
Information technology
Integrated Strategic Planning and HR
Corporate strategic planning involves four time spans

Long period (5 or more years)

Intermediate period (3 years)
Operation period (1 year)
Short period (day-to-day or week-by-week)
Process of Human Resource Planning
 Strategies for HR Planners
They should collect, maintain and interpret relevant information regarding human resources.
They should periodically report manpower objectives, requirements and existing employment and
allied features of manpower.
They should develop procedures and techniques to determine the requirements of different types of
manpower over a period of time from the standpoint of organization’s goals.
They should develop measures of manpower utilization as component of forecasts of manpower
requirement along with independent validation.
They should employ suitable techniques leading to effective allocation of work with a view to
improving manpower utilization.
They should conduct research to determine factors hampering the contribution of individuals and
groups to the organization with a view to modifying or removing these handicaps.
They should develop and employ methods of economic assessment of human resources reflecting its
features as income generator and cost and accordingly improving the quality of decisions affecting
the manpower
 Benefits of HR Planning

It checks the corporate plan of the organization.

HRP offsets uncertainties and changes to the maximum extent possible and enables the organization to have right men at right time
and in right place.
It provides scope for advancement and development of employees through training, development, etc.
It helps to anticipate the cost of salary enhancement, better benefits, etc.
It helps to anticipate the cost of salary, benefits and all the cost of human resources facilitating the formulation of budgets in an
organization.
To foresee the need for redundancy and plan to check it or to provide alternative employment in consultation with trade unions,
other organizations and government through remodeling organizational, industrial and economic plans.
To foresee the changes in values, aptitude and attitude of human resources and to change the techniques of interpersonal,
management, etc.
To plan for physical facilities, working conditions and the volume of fringe benefits like canteen, schools, hospitals, conveyance,
child care centers, quarters, company stores, etc.
It gives an idea of type of tests to be used and interview techniques in selection based on the level of skills, qualifications,
intelligence, values, etc., of future human resource.
It causes the development of various sources of human resources to meet the organizational needs.
It helps to take steps to improve human resource contributions in the form of increased productivity, sales, turnover, etc.
It facilitates the control of all the functions, operations, contribution and cost of human resources.
 Limitations of HR Planning
The future is uncertain
Conservative attitude of top management
Problem of surplus staff
Time consuming activity
Expensive process
 Guidelines for Making HRP Effective

Integration with Organizational Plans

Period of HR Planning
Proper Organization
Support of Top Management
Involvement of Operating Executives
Efficient and Reliable Information System
Balanced Approach
 Conclusion

In sort Human resource planning is continues process and it is effective to

organizational goal and object such as purpose. The organization must plan
for attracting and retaining key personnel. Effective Human Resource
Planning reduce the pressures on the management and employees, as both
employment and retrenchment would be well planned and phased out over a
comfortable time, span, avoiding unpleasant consequences.