Human resources planning plays an important role in organizational functioning by providing the right employees. It involves a continuous, systematic process of planning ahead to optimally use employees. The human resources planning process involves 7 steps: 1) Analyzing current labor supply, 2) Forecasting future labor demand, 3) Balancing current supply and future demand, 4) Developing and implementing a plan, 5) Analyzing organizational plans and objectives, 6) Preparing an employee inventory, and 7) Establishing an action plan. Human resources planning ensures the best fit between employees and jobs while avoiding surpluses or shortages.

1. Presented by,
Ramya R M
II Mom
G. F. G. C. W.
Holenarasipura.
Planning Process
in HRM.
Under the guidance of
Sundar B. N.
Asst. Prof. & Course Co-ordinator
GFGCW, PG Studies in Commerce
Holenarasipura

2. Introduction:-
Human Resources planning undoubtedly
play the most important part in the
functioning of an organization. Human
resources planning facilitates the realization
of the organization’s objectives by providing
the right type and the rate number of
personal

3. Meaning of Human resources planning:-
Human resources planning is the continious
process of systematic planning ahead to
achieve optimum use of an organization’s
most valuable assets quality employees.
Human resources planning ensures the
best fit between employees and jobs while
avoiding manpower shortages or surpluses.

4. Step to Human resources planning Process:-
There are some general, broad steps involved in the
human resources planning process. Each step to develop
a strategy that enables the company to successfully find
and retain enough qualified employees to meet the
company.
1. Analyzing labour supply.
2. Forecasting labour demand.
3. Balancing labour demand with supplly .
4. Developing and implementing a plan.
5. Analysis of organizational plans and
objective.
6. Preparing a human resources inventory.
7. Establishing an action plan.
There are 7 steps involved in human resources planning
process.
.1
.

5. Analyzing labour supply:-
The first step of human resources
planning is to be identify the
company’s current human resources
supply. In this step, the HR
department studies the strength of the
organization based on the number of
employees, their skills, qualifications,
position, benefits and Performance
levels.

6. Forecasting labour demand:-
Tha second step requires the company
to outline the future of its workforce.
Here, the HR departments can consider
certain issues like promotion, retirements
and transfer –anything that factors into the
future needs of a company.

7. Balancing labour demand with supply;-
Supply of the company’s labour “versus
future demand. This analysis will often
generate a series of questions v, such as,
Should employees learn new skills.
Does the company need more managers?

8. Developing and implementing a plan:-
HR must now take practical step to integrate
its plan with the rest of the company. The
department needs a budget, the ability to
implement this the plan, and a collaboration effort
with all departments to execute that plan.

9. Analyzing of organizational plans and
objective:-
When it comes to organizing and streamlining the
human resources function, you must first start by doing
a complete and through analysis of the organization, s
plans band objective. Every organization is going to
functiona differently and have different goals.

10. Preparing a human resources
inventory:-
A complete catalog needs to amassed that
contains basic demographic data about each
employees, which should include breaking down
the employees by education, experience, skills,
age, gender, salary, and any other specia
training or certifications pertinent to the
company’s operations.

11. Establishing an action plan:-
when establishing an action plan, there are many
variables that need to be considered. For example, is there
currently a human resources deficits or surplus in the
organization.

12. Conclusion:-
Totally human resources planning is essential
to any company. And with a good understanding
of the process, firms can implement the right
strategy to put the best workforce together.