Professional Documents
Culture Documents
PLANNING
Human Resource Planning(HRP)
• HRP is a process of sticking balance between human resources required & acquired
in an organisation.
• Thus HRP helps an organisation have the right number and the right kind of people
at the right places and right times to successfully achieve its overall objectives.
HRP is essential wherever production of goods
and services are involved. It is done by either-
• Management judgment
• Ratio-trend analysis
• Work study techniques
• Delphi method
• Mathematical model
Forecasting technique/approaches
1. MANAGEMENT JUDGEMENT
• This technique is very simple & time saving. Under this technique
either a “bottom-up” or a “top-down” approach is employed for
forecasting future HR requirement of an org.
• In bottom up approach the line managers submit their departmental
proposals to top managers who arrive at the company forecasts.
• In ‘top down’ approach top managers prepare company &
departmental forecast. These forecast are reviewed with
departmental heads & agreed upon.
• Suffer from subjectivity, suitable for small firms.
Forecasting technique/approaches
2. Work study method
3. Ratio-trend analysis
• Productivity level
Any change in productivity would affect the number of persons required per unit of
output. Increase in productivity will reduce the requirement.
c) External supply
• Prospective employees from external sources are
important for org
• College & universities, consultants, competitors or
unsolicited applications.
5) HR Programming
Once an org. personnel demand & supply are
forecast, the two must be balanced in order, that
vacancies can be filled by the right employees at the
right time.
6) HR Plan Implementation
• Experience suggests that demand & supply of HR can not be hundred percent
accurate.
• Problems in HRP arise both from inherent limitations of forecasting & from
weaknesses of human who do it. But both can be overcome.