NMIMS – Sem IV - Management

9. Human resources planning (HRP) / Manpower planning – 3 hrs

a. Concept of Human Resources Planning
i. Human resources are the most important assets of any organisation
ii. The success or failure, growth and development of the organisation depend on human resources
iii. The organisation must therefore acquire knowledgeable, skillful, trained, talented and potential
human resources to attain and accomplish the organisational objectives
iv. A great care needs to be taken in their acquisition. The human resource planning provides necessary
direction in this regard to the human resource management in the light of overall organisational
objectives
v. The organisational objectives determine the required number, type and kind of human resources
and for their acquisition the process of human resource planning begins
vi. The human resource planning bridges the gap between the organisational plans and human
resource management
vii. It is a conscious determination of direction and composition of human resources of the organisation
viii. The Human resource planning provides the necessary groundwork and set the stage ready for
manpower procurement to fill up various positions in the organisation.
 NMIMS – Sem IV - Management

b. Benefits of HRP
i. A Better View to the business decision
ii. Retaining top talents
iii. Addressing the organization’s manpower needs
iv. Minimize Cost
v. Ensuring that the right people are hired
vi. Facilitating expansion programs
vii. Training employees
viii. Managing employees
ix. Improved Utilization
x. Management Development
xi. Information Base
xii. Coordination
xiii. Corporate Asset
xiv. Gradual Growth
xv. Coping with change
xvi. Adjusting with the Rapid Technological Change
 NMIMS – Sem IV - Management

d. Significance of HRMIS
i. HR managers coordinate an enormous amount of employee-centric activities that involve large
amounts of data
ii. An HRMIS provides data management and accurate and timely information for decision making
iii. it also streamlines operational, managerial, and executive support processes
iv. It supports identify manpower requirements
v. Helps in identifying resources
vi. Ensure compliance
vii. Meeting training needs
 NMIMS – Sem IV - Management

b. Limitations of HRP
i. Inaccuracy of forecasts
ii. Identity crises (due to not having clear understanding of organisation objectives and direction)
iii. Requires attention of top management
iv. Employee resistance
v. Weak information systems
vi. Technical issues
vii. Uncertainties(seasonal jobs, bad behaviours)
viii. Costly and lengthy activities
ix. Improper coordination with other functions
x. Loss of balanced focus (quantitative focus and ignoring the quality focus)

c. Concept of HRMIS
i. The Human Resource Information System is a system used to collect and store data on an
organization's employees, like their name, address, age, salary, benefits, time and attendance,
performance reviews, and more. This data is valuable input for data-driven decision-making in HR
ii. It is a computerized system that aids in the processing of information relating to human resource
management to fulfill the manpower information needs of the organisation
 NMIMS – Sem IV - Management

d. Significance of HRIS
i. The advanced technology and growing business complexities have made companies take resort to
equally advanced tools such as HRIS to streamline overall management processes of the
organization
ii. The Human Resource Information System (HRIS) aka the Human Resource Management System has
become remarkably helpful for organizations of all types and sizes globally
iii. With the ever-widening scope of the market, the companies naturally needed an effective
management system to efficiently handle the data
iv. HRIS primarily is a system that helps businesses and their HR departments to effectively manage
varied operations, ranging from onboarding of the employees to tracking already pooled data
anytime in the future
v. To be specific, the activities such as storing employee’s data, accounting operations, employee
engagement, tracking useful information whenever needed, and other such variety of HR functions
can be processed and handled with greater ease of business to increase the overall productivity of
the organization.
 NMIMS – Sem IV - Management

e. Benefits of HRIS
i. Faster onboarding that reduces the use of resources needed for the lengthy traditional recruitment
processes
ii. Errorless payroll management and scheduling
iii. Quick access to useful information that mainly includes accessing employee data
iv. Reduction in repetitive tasks with automation such as processing various requests and timely alerts
v. Effective tracking of employees without personally involving in micromanagement
vi. Enhanced employee engagement and empowerment
vii. Optimizing company analytics and other such related data
viii. Assessing employee performance and generating reports
ix. Management of finance and account functions
x. Effective handling of training and cultural activities