Human resource planning is defined as forecasting an organization's future demand for and supply of employees. It involves a five-step process: 1) defining objectives and policies, 2) forecasting personnel needs and availability, 3) reconciling demands and supplies, 4) implementing plans through recruitment and development, and 5) controlling and evaluating outcomes. The goals are to ensure the right number and types of qualified employees are available to achieve organizational goals under changing conditions. Factors like growth, environment, jobs, and workforce policies must be considered.

1. Human Resource Planning
Defined as the process of forecasting Organisations future demand for and
supply of right type of people in right numbers
Referred as the preliminary step of recruitment & selection process
Importance
1. Determines future personnel needs
2. Helps to cope with changing market, technology & government policies
3. Create highly talented personnel
4. Protection of weaker sections
5. Helps to reduce personnel costs
6. Helps to increase investment in human resources

2. Human Resource Planning – Factors Affecting
1. Type & Strategy of Organisation
2. Organisational Growth cycles and planning
3. Environmental Uncertainities
4. Time horizons
5. Type & Quality of forecasting information
6. Nature of Job being filled
7. Off-loading the work

3. Human Resource Planning Process
It is a five step process which include:
1. Defining Organisational Objectives and policies
2. Forecast personnel needs and supplies
3. HR programming
4. HRP Implementation
5. Control & Evaluation

4. Human Resource Planning Process Cont..
1. Defining Organisational Objectives and policies
Defined by top management
Ensuring the availability of the competent and skilled workforce all levels
HRP need to consider certain policies which include:
 Policy of filling vacancies (through promotions or external hiring)
 Policy of enriching the employees
 Policy to downsize the organisation to make it competitive
 Policy regarding the extent of automation
 Policy to ensure availability of adaptive and flexible workforce
 Policy to handle Unions objection to HRP

5. Human Resource Planning Process Cont..
2. HR Demand forecast
Defined as the process of estimating the quantity and quality of people required
to meet future needs of the organisation.
Forecasting Techniques
1.Managerial Judgement
2. Ratio- trend Analysis
3. Regression Analysis
4. Work study Technique
5. Delphi Technique
6. Flow Models
7. Mathematical Model

6. Human Resource Planning Process Cont..
3. HR Supply forecast
Defined as the process of measuring the quantity of people likely to be available
within and outside the organisation to meet the demand
Supply forecast covers:
1. Existing Human Resources
2. Internal sources of supply
3. External source of supply

7. Human Resource Planning Process Cont..
4. HR programming
Defined as the process of reconciliation or balancing of organisation’s demand and
supply forecast in order that vacancies can be filled by right employees at right time
5. HRP Implementation
Include:
 Recruitment
 Selection
 Placement
 Training & Development
 Retraining
 Retention plan
 Redundance plan
 Succession plan

8. Human Resource Planning Process Cont..
6. Control and Evaluation
Control include:
 Budgeting
 Fixation of targets and standards
Evaluation include clarifying the responsibilities for implementation and
control and establish report procedures which will enable achievements to be
monitored against the plan