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HRP Defined
 Human Resource Planning is the process of
systematically reviewing HR requirements to ensure
that the required number of employees, with the
required skills, are available when needed .
 The process of analyzing and identifying the need for
and availability of human resources so that
organization can meet its objectives.
 HRP is Proactive not Reactive
WHY HUMAN RESOURCE PLANNING
 Right number of people with right skills at right
place at right time to implement organizational
strategies in order to achieve organizational
objectives
 In light of the organization’s objectives, corporate
and business level strategies, HRP is the process of
analyzing an organization’s human resource needs
and developing plans, policies, and systems to satisfy
those needs
WHY HUMAN RESOURCE PLANNING
 Cost economics
 Capacity to operate effectively
 Capacity to undertake new enterprise
 Changed options
WHY HUMAN RESOURCE PLANNING
 Setting human resource objectives and deciding
how to meet them
 Ensuring HR resource supply meets human
resource demands
Strategic Objective of HRP
 To prevent overstaffing & Understaffing
 To ensure employee availability
 To ensure that organization is responsive to the
environment
 To provide direction to all HR activities
 To build line & staff partnership
Linkage of Organizational and HR Strategies
Business Strategy & HRP
 Cost Leadership – Internal promotion, Emphasis on
Training, Hiring & training for specific training, Build
Human Resources
 Differentiation – External Hiring, Training according
to broad competencies, Buy Strategy
 Focus – Build & Buy Strategy
Benefits of HR Planning
 Better view of the HR dimensions of business decisions
 Lower HR costs through better HR management.
 More timely recruitment for anticipate HR needs.
 More inclusion of protected groups through planned
increases in workforce diversity.
 Better development of managerial talent

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HRP (Self).ppt

  • 1. HRP Defined  Human Resource Planning is the process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when needed .  The process of analyzing and identifying the need for and availability of human resources so that organization can meet its objectives.  HRP is Proactive not Reactive
  • 2. WHY HUMAN RESOURCE PLANNING  Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives  In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs
  • 3. WHY HUMAN RESOURCE PLANNING  Cost economics  Capacity to operate effectively  Capacity to undertake new enterprise  Changed options
  • 4. WHY HUMAN RESOURCE PLANNING  Setting human resource objectives and deciding how to meet them  Ensuring HR resource supply meets human resource demands
  • 5. Strategic Objective of HRP  To prevent overstaffing & Understaffing  To ensure employee availability  To ensure that organization is responsive to the environment  To provide direction to all HR activities  To build line & staff partnership
  • 6. Linkage of Organizational and HR Strategies
  • 7. Business Strategy & HRP  Cost Leadership – Internal promotion, Emphasis on Training, Hiring & training for specific training, Build Human Resources  Differentiation – External Hiring, Training according to broad competencies, Buy Strategy  Focus – Build & Buy Strategy
  • 8. Benefits of HR Planning  Better view of the HR dimensions of business decisions  Lower HR costs through better HR management.  More timely recruitment for anticipate HR needs.  More inclusion of protected groups through planned increases in workforce diversity.  Better development of managerial talent