This document discusses human resource planning, including its meaning, definition, objectives, importance, and benefits. Specifically: - Human resource planning is the process of determining how to move from a current workforce to a desired one by assessing HR needs and timing. Its objectives include ensuring optimal use of existing HR, forecasting future needs, and providing control measures. - Important factors that influence HR planning include organizational structure and growth stage, environmental uncertainties, outsourcing, job nature, forecasting methods, and time horizons for plans. - Benefits of HR planning include meeting organizational requirements, offsetting uncertainties, checking labor imbalance, fulfilling expansion/diversification needs, training and developing employees, fulfilling individual employee needs

1. Human Resource Planning
Concept and objective
Aravind.T.S
Assist.Professor
aravindcanon@gmail.com

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.
• HRP is also called manpower planning, personnel
planning or employment planning.

3. Objectives of HRP
• To ensure optimum use of existing HR.
• To forecast future requirement for HR.
• To provide control measures to ensure that
necessary HR are available as and when
required.
• To asses the surplus and shortage of HR.

4. Objectives of HRP
• 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.

5. Importance of HRP
• Future Personnel needs
• Creating highly talented personnel
• International Strategies
• Foundation of personnel function –
recruitment, selection, promotions
• Resistance to change and move – anywhere,
anytime

6. Type and
strategy of
organization
Time
horizons
Type and
Quality of
forecasting
Information
Nature
of job
Outsourcing
Environ
mental
Uncertain
ties
Organisational
growth cycle
and planning
HRP

7. 1. The type of organization determines the
production process, type of staff, (supervisor
and manager). And the strategy plan of the
organization defines its HR needs.
2. Organizational growth cycle and planning –
start up, growth, maturity, decline
3. Environmental uncertainty – political, social and
economical change affect all organizations.
4. Outsourcing – the process by which employees
transfer routine or peripheral work to the
another organizations.

8. 5. Nature of job – job vacancies, promotions
and expansion strategies.
6. Type and quality of forecasting information -
organizational
structure, budgets, production.
7. Time horizons – long term plans and short
term plans, the greater the uncertainty the
shorter the plan.
Example computers and university.

9. Benefits
1.To meet up requirement of the organization
 Recruiting skilled labour

10. 2.Counter balance insecurity and change:
HRP helps to offset uncertainties and changes as
far as possible and enables to ensure
availability of human resources of the right
kind,at right time and at right place.

11. 3.It helps in checking labour imbalance
• HRP helps to anticipate shortages and/or
surpluses of manpower in the organisation

12. 4.To meet expansion and diversification needs
of the organisation

13. 5.T&D of Employees

14. 6.Fulfill Individual Needs of Employees
• Promotions
• Transfer
• Salary
• Encashment
• Better Benefits

15. 7.Right Sizing the HR requirement of the
organisations
• Replenishing the vacant post

16. Thankyou