Human resource planning is defined as determining human resource requirements and how to meet them in order to carry out an organization's integrated plan. Effective HR planning ensures having the right people with the right capabilities in the right place at the right time. The objectives of HR planning are to forecast HR requirements, promote effective change management, and realize organizational goals. Key factors that affect HR planning include changes in organizational objectives, policies, and a lack of skilled resources. The process of HR planning involves forecasting needs and supply of human resources, identifying gaps, and creating an action plan to bridge gaps. Limitations include inaccurate demand and supply forecasts as well as uncertainties that undermine planning effectiveness.

2. HUMAN RESOURCE PLANNING
DEFINITION
“Human resource planning is a process of determining human
resource requirements and the means of meeting those
requirements in order to carry out the integrated plan of the
organization”
- COLEMAN

3. EFFECTIVE HR PLANNING
RIGHT
PEOPLE
RIGHT
CAPABILITIES
RIGHT TIME
RIGHT
PLACE

4. To anticipate the impact of
technology on jobs and HR
To determine the level of
Recruitment and Training
To determine the cost of HR
To meet the needs of expansion
and diversification programs
To ensure optimum use of
existing Human Resource
To forecast future requirement of
Human Resource
HRP OBJECTIVES

5. OBJECTIVES OF HRP
1) FORCASTING HR
REQUIREMENTS
3) REALIZING ORG.
GOALS
2) EFFECTIVE
CHANGE MGMT
4) PROMOTING
EMPLOYEES
5) EFFECTIVE HR
UTILIZATION

6. FACTORS AFFECTING HRP
3) CHANGE IN
POLICIES
2) CHANGE IN
ORGANISATIONAL
OBJECTIVES

7. FACTORS CONT…….
 Lack of skilled resources-This is the major problem faced by the
organizations . Lack of appropriate skills, abilities, and capacities to
execute the task is a general problem experienced by the managers.
 Separation of employees- At times employees leave and separate
from the organization due to factors such as resignation , death ,
premature retirement , ill health , termination , etc.
 Change in organizational objectives- Whenever organizational plans
take different forms such as expansion , growth , diversification , etc ,
different skill sets become necessary that requires HRP.
 Change in policies- Technological changes , impact of globalization ,
or fiscal and trade policies might affect organizational functioning and
result in employee planning.

8. PROCESS OF HRP
ORGANISATIONAL OBJECTIVES,PLANS AND
POLICIES
HUMAN RESOURCE
PLANNING
FORECASTING NEEDS FOR
HUMAN RESOURCES
FORECASTING SUPPLY FOR
HUMAN RESOURCES
IDENTIFICATION OF HUMAN
RESOURCE GAP
ACTION PLAN FOR
BRIDGING GAP
SHORTAGE OF HUMAN
RESOURCES
SURPLUS HUMAN
RESOURCES

9. LIMITATIONS OF HRP
• People perceive that labour or employees are available in abundance
in our labour surplus economy .So , most of the time it is thought that
forecasting is a waste of time and money . Surprisingly the top
management holds such perception about HRP !
• Demand and supply of employees are inaccurate . Researches suggest
that longer the time horizon in forecasting , greater is the possibility of
inaccuracy in estimates of human resource needs.
• Various types of uncertainties like labour turnover , absenteeism ,
seasonal employment , market fluctuations and changes in technology
render human resource planning ineffective.
• Sometimes human resource planning suffers from a conflict between
quantitative and qualitative approaches used for it .