Human resource planning is the process by which management determines the organization's current and future human resource needs. The HRD manager leads this process and takes several steps: 1) studying organizational objectives and identifying all required jobs; 2) estimating current and future manpower requirements in terms of quantity and quality; 3) estimating current and future manpower supply; and 4) comparing requirements and supply to determine if there is a surplus or shortage. If there is a surplus, actions like termination may be taken, while a shortage requires actions like hiring, training, or overtime. The goal is to ensure the right people are in the right jobs at the right time to meet organizational needs.

1. By
Mr. K.V.Sampath Pavan
MBA, MA Eng. Lit.,
Assoc. Professor, SRKIT, KADAPA

2. Meaning – Assessment of Human Resource
requirements and time and stages of
requirement.
Right person ---At Right place ---At Right time
Definition – HRP is defined as the process by
which management determines how an
organization should move from its current
manpower position to its desired manpower
position.

3.  To anticipate the impact of technology on jobs and HR.
 To determine the level of Recruitment and Training.
 To estimate the cost of HR and Housing needs of
employees.
 To meet the needs of expansion and diversification
programmes

4. HRP is done by the HRD manager.
He is supported by the HRD
department. He takes several Steps in
the process of Human Resource
Planning.

6. The HRD Manager first studies the
objectives of the organization. Then he
prepares a list of all the activities (jobs) that are
required to achieve the objectives. He also does
Job's analysis.

7. The HRD manager then estimates the
manpower requirement of the organization.
That is, he finds out how many people
(manager and employers) will be required to
do all the jobs in the organization. Estimation
of manpower requirements must be made in
terms of quantity and quality.

8. The HRD manager then estimates the
manpower supply. That is, he finds out how
many managers, and employees are
available in the organization.

9. The HRD manager then compares the
manpower requirements and manpower supply.

10. If there is no difference between the
manpower requirements and the manpower
supply, then the HRD manager does not take any
action. This is because manpower requirements
are equal to the manpower supply.

11. If there is a difference between the
manpower requirements and the manpower
supply the HRD manager takes the following
actions.
- Manpower Surplus
- Manpower Shortage

12. If the manpower requirements are
less than the manpower supply then
there is a surplus.
During manpower surplus, the
HRD manager takes the following
actions:-
* Termination i.e. removal of staff.
* Lay-off.
* Voluntary retirement.

13. If the manpower requirements are
greater than the manpower supply then
there is manpower shortage.
During manpower shortage, the HRD
manager takes the following actions:-
* Promotions
* Overtime
* Training to improve quality.
* Hire staff from outside, etc.

14. HRP also motivates the employees
and managers by providing, financial and
non-financial incentives.

15. The HRD manager must continuously monitor the
manpower requirements. This is because many
employees and managers leave the organization by
resignation, retirement, etc. and new work force must
take their place fill the manpower gap. This helps in
uninterruptible functioning of the organization.