Human resource planning is the process of forecasting future personnel needs and ensuring an organization has the right number and type of employees at the right time. It involves determining what positions need to be filled and how to fill them. Common methods for human resource planning include trend analysis, ratio analysis, scatter plots, and computerized forecasting. These methods analyze past employment data and relationships between variables like sales and staffing levels to predict future needs. The goals of human resource planning are to understand current workforce strengths and weaknesses, align staffing with strategic business plans, and develop plans to modify the workforce as needed over time.

1. HUMAN RESOURCE PLANNING

2. WHAT IS HUMAN RESOURCE PLANNING
HRP is the process by which an organization
ensures that it has the right number and kind of
people, at the right place, at the right time,
capable of effectively and efficiently completing
those tasks that will help organization achieve
its overall objectives.
The process of deciding what positions the firm
will have to fill, and how to fill them.

3.  Future personnel needs.
 Helps in strategic planning
 Creating high talented personnel
 Global strategies
 Foundation of personnel function
 Increase investments in human resources
 Resistance to change

4. METHODS OF
HUMAN RESOURCE PLANNING

5. TREND ANALYSIS
It is Study of firm’s past employment needs over a period of
years to predict future needs
A computation of employees in the firm at the end of each
year for the last five year or so may be done in order to
identify the trends that might continue in future.
Trend analysis can provide an initial estimate.
Employment levels rarely depend upon passage of time. It
also depends upon factors like sales volume and productivity.

6. RATIO ANALYSIS
A forecasting technique for determining future
staff needs by using ratios between two factors
like sales volume and number of people
It assumes that productivity remains the same.
A forecast based on historical ratio may not be
accurate as every sales person does not have
same level of motivation and hence productivity.

7. SCATTER PLOT
A graphical method used to help identify the
relationship between two variables.
The scatter plot shows how graphically two variables
– such as a measure of business activity and firm's
staffing levels – are related.

8. No. of beds in Hosp No. of Nurses
200 240
300 260
400 470
500 500
600 620
700 660
800 820
900 860
Scatter Plot

9. 0
100
200
300
400
500
600
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800
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1000
0 200 400 600 800 1000
No of Beds in a Hospital
Scatter Plot

10. COMPUTERIZED FORECAST
Determination of future staff needs by projecting
sales, volume of production, and personnel
required to maintain this volume of output, using
software packages.
Employers can quickly translate projected
productivity and sales levels into forecasts of
personnel needs.

11.  The three broad keys to HRP are, roughly, to:
 Know the strengths and weaknesses of your
current workforce, both with regard to number &
skills etc.
 Have a clear strategic plan for the future, and an
idea of how the current staff fit in (i.e. fulfil) that
plan
 If the current staff do not fit it in any way, a plan to
alter it to do so.

12.  Deciding on strategic plans and resultant
design of the organisation.
 Out of these strategic plans, determining the
organisation’s labour demand needs for both
the short & longer terms.
 Assessing the labour supply situation (both
internal and external supply), and in light of it
to draw up plans for effectively &
continuously filling staffing needs.
 Implementing the staffing plans.

13. THANKYOU