HUMAN RESOURCE PLANNING

Definitions---
• Human resource planning is the process for
ensuring that the human resource requirements
of an organization are identified and plans are
made for satisfying those requirements.

• Human resource planning is the strategy for the

acquisition, utilization, improvement and
retention of an enterprise’s human resources.

• Human resource planning is the process of

estimating the size and make up for future work
force.

Objectives of HRP

1. To obtain and retain the quality and quantity of

people it needs.

2. To make the best use of its human resources.

3. To anticipate the problems of potential surplus

or deficit of people.

4. To develop a well-trained and flexible

workforce contributing to organization’s ability
to adapt to an uncertain and changing
environment.

5. To reduce its dependence on external

recruitment when key skills are in short supply.

6. To attract and retain the required number of

people.
 NEED FOR HRP

1. Effective manpower utilization

2. To put right man for right job.
3. Replacement needs.
4. Labour turnover.
5. Expansion and growth needs.
6. Changing techno environment.
7. Provision for surplus and shortage.

Alternative
Redeployment
Sources
 PROCESS OF HUMAN RESOURCE PLANNING

DEMAND SUPPLY

Business Plan Analysis of Present

Resources

Organizational Plan Activity Forecast Internal supply External supply

Analysis Analysis

Demand Forecast
Supply Forecast

Analysis of Manpower Utilization

Manpower Forecast Deficit / Surplus

Manpower Plan

Training and Pay and VRS/ Alternative

Redeployment Recruitment
Development Promotion Retrenchment Sources

Manpower Budgets / Standards

Manpower Control
Techniques of Demand Forecasting
1.Managerial judgment.

2. Ratio-trend analysis.

3. Work study.

4. Skill-expertise analysis.

Techniques of Supply Forecasting

1. An analysis of existing resources in respect of
their skill, status, knowledge, length of
service.

2. An analysis of labour wastage.

3. An assessment of changes in working

conditions and absenteeism.

4. Labour turnover.

5.Plus and minus working hours.

6.Forecasting the output of training schemes.

PROCESS OF HUMAN RESOURCE PLANNING