“ human resource planning is the process of

determining of men power requirements and the

means for meetings those requirements in order to
carry out the integrated plan of the organization “

MPP consist of :-
1) Forecasting
2) Developing
3) Controlling
1) Ascertaining men power need in number and
kind.
2) It presents an inventory of existing manpower of
the organization .
3) Help in determining the shortfall of surplus of
manpower .
4) Initiation of various organizational programmes .
5) Acquisition , utilization , improvement , and
prevention of human resources .
1. It check the corporate plane of the organization.
2. It helps to face the shortage of certain categories of
employees and / or variety of skills despite the problems of
unemployment.

3. the rapid changes in technology marketing

management etc. and the consequent need for the for new
skills and new categories of employees .

4. The changes in the organization design in structure

affecting manpower demand .
 Requirements of MPP at
different level ;

 national level
 sector level
 industry level
 individual unit
 NEEDS OF MANPOWER
MANAGEMENT

 Replacement of persons
 Labour turnover
 Expansion plans
 Technological changes
 Assessing future requirements
 OBJECTIVES OF MaNPOWEr
MANAGEMENT

The main objective of having human resource

planning is to have an accurate number of
employees required with matching skill
requirements to accomplish organizational goal.

1. ensure adequate supply of manpower as and

when required
2. Ensure proper use of existing human
resources in the organization .
3. Forecast future requirements of human
resources with different levels of skills .
4. Assess surplus or shortage if any of human
resources available over a specified period of
time.
5. control the human resources already
deployed in the organization .
6. Anticipate the impact of technology on jobs
and requirements for human resources.
 HUMAN RESOURCE PLANNING
S
SYSTEMNET
ACTION
OVERALL
INVENTORY NET NEW PROGRAMM
LONG REQUIREME FOR
RANGE NTS OF HUMAN
RECRUITING
OBJECTIVES ENTS FOR PRESENT RESOURCES
AND
AND PLANS HUMAN HUMAN REQUIREME SELECTING
RESOURCES RESOURCES NT NEEDED
PERSONNEL

PROCEDURE WORK
SHORT FORCE
FOR INVENTORY
TERM GOAL REQUIREME NEEDED
EVALUATING BY
PLANS NT BY REPLACEME
EFFECTIVENES OCCUPATION
OF HUMAN PROGRAMM OCCUPATION NT OR
AL
RESOURCE S AND AL ADDITIONS
CATEGORIES
PLANNING BUDGETS CATEGORIES

PLANS FOR UPGRADING

DEVELOPING
 AFFECTING HUMAN RESOURCES
PLAN FACTORS

1. Internal factor

2 . External factor
INTERNAL FACTOR ;
1. Policies and strategies of the company .
2. human resource policy of the company .
3. Formal and informal groups .
4. Company’s production operations policy .
5. Time horizons ( long term or short term ).
6. Trade unions .
• EXTERNAL FACTOR ;

1. government’s policies .
2. Business environment .
2. level of technology .
3. Social factor .
4. International factor .
 PROBLEMS IN HUMAN RESOURCE
PLANNING
1. Resistance by employer .
2. Resistance by employee.
3. Resistance by trade union.
4. Uncertainties.
5. Inadequacies of information system.
6. Identify crisis
7. Slow and gradual process.
8. Co-ordination with other management function
9. Integration with organizational plans.
 hniques
1. Analysing organization
2. Demand forecasting
Managerial judgement work
study techniques employment
trends replacement needs
Growth and expansion productivity

3. Supply forecasting
Existing inventory potential losses-temporary/permanent potential
additions

4. Estimating the net human resource

1. In case of future surplus-plan for deployment,
retrenchment and lay off
2. In case of future deficit-forecast the future
supply of human resources from all sources with
reference to plans of other companies
3. Plan for recruitment, development and internal
mobility if future supply is more than or equal to
net human resource requirements
4. Plan to modify or adjust the organizational plan if
future supply will be inadequate with reference
to future net requirements.