These slides include meaning, definition of HRP, its characteristics, Factors affecting HRP, advantages & limitation, HRP Procedures

1. HUMAN RESOURCE
PLANNING
Asst. Prof. Parasmani Jangid
SDJ International College

2. • Human resource planning is one of the important function of
human resource management. It is an integral part of the
over all planning of any business unit. human resource
planning tries to maintain balance between the
requirements(demand) of human resources(employees) and
its supply in an organization so that required number of
human resources may be available to achieve organization’s
objectives effectively.

3. • Human resources serves two purposes:-
• First: to get maximum out of the present employees of the
company
• Second:- to provide for future man power requirements.

4. MEANING
• Human resource planning, or HRP, is the ongoing, continuous
process of systematic planning to achieve optimum use of an
organization's most valuable asset — its human resources.
• The process that links the human resource needs of an organization
to its strategic plan to ensure that staffing is sufficient, qualified, and
competent enough to achieve the organization's objectives. HR
planning is becoming a vital organizational element for maintaining a
competitive advantage and reducing employee turnover.

5. DEFINITION
• Dale S. Beach has defined it as
• “a process of
• determining and assuring that the organisation will have an
adequate number of qualified persons available at the proper
times,
• performing jobs which meet the needs of the enterprise and
• which provide satisfaction for the individuals involved.”

6. CHARACTERISTICS
• Managerial function
• All level activity
• Beneficial to both parties
• Top Management’s responsibility
• For all grades of employees
• Modern Concept-as important as business planning
• All aspects of personnel included
• Planning for long term and short term
• Beneficial to the society

7. HUMAN RESOURCE
PLANNING

8. FACTORS AFFECTING
HUMAN RESOURCE
PLANNING
Internal factors
• Top management policy
• Size of business
• Financial resources
• Technique of production

9. CONT…
External factors
• Technological factors
• Social factors
• Economic factors
• Political and legal factors

10. IMPORTANCE/ADVANTAGES
• Provides estimates for future human resources requirements
• Provides guidelines for promotion and transfer
• Helpful in training programme
• Compliance with budgetary provisions
• Solution of retrenchment issue
• Saving of time, energy and cost
• Improves employee morale and satisfaction
• Implementation of long term plans
• Monitors staffing and retention policies
• Balance between demand and supply
• Availability of skilled manpower

11. LIMITATIONS
• Uncertain estimates(estimates not always accurate)
• Lack of co-operation from top executives
• Lack of essential information –about vacancies-leads to
imperfect planning
• Expensive
• Budgetary limitations
• Unreliabe data

12. HUMAN RESOURCE
PLANNING PROCEDURE
1. Determining the goal of the company
2. Collecting data about existing manpower- methods
1. Manpower Inventory
2. Skills Inventory
3. Manpower Audit
3. Forecasting manpower demand- factors affecting
1. Trends of employment
2. Replacement needs
3. Productivity changes-how to improve
4. Expansion and development

13. CONT.
4. Methods of Demand Forecasting
1. Work-load Analysis
2. Work-force Analysis
1. Absenteeism
2. Labor turnover rate
5. Estimating manpower supply
A. Internal Sources of Labour
1. Analysis of retention
2. Stability index
3. Analysis of Internal Movement
B. External Sources of Labour
6. Preparing a plan to take needed action- four elements
1. Manpower utilization
2. Manpower supply
3. Training
4. Personnel policies

14. Thank you