This document outlines the process of human resource planning (HRP), emphasizing the importance of systematic planning to optimize human assets and achieve productivity. It discusses challenges faced in HRP, including inaccuracies, employee resistance, and uncertainties, as well as steps for effective planning such as analyzing objectives and forecasting demand. Additionally, it highlights strategies to enhance employee engagement and well-being, ultimately aiming to improve organizational competitiveness.

1. Module 1 1
Human Resource Planning
By
Swetalina Mishra

2. Module 1 2
• A process
• Systematic Planning
• Achieve optimum use of human assets
• Quality employee

3. Module 1 3
Best fit between
employees and jobs
Productivity
Profitability

4. Module 1 4
Surplus and Shortage of Manpower

5. Module 1 5
Why it is used for???
• Supply skilled/quality employees
• Meet staffing challenges
• Retain employees
• Remain competitive
• Organizational design
• Employee Motivation
• Succession Planning
• Increasing Return on Investment (RoI)

6. Module 1 6
Challenges of Human Resource
Planning (HRP)
FORCES NOT IN CONTROL
Employee absenteeism
Find and attract skilled
employees
Select, Train and Reward
Cope with absence and
deal with conflicts
Promote employees

7. Module 1 7
• a) Inaccuracy: Human Resource Planning is entirely dependent on the HR forecasting and supply,
which cannot be a cent per cent accurate process.
• b) Employee resistance: Employees and their unions feel that by Human Resource Planning, their
workload increases so they resist the process.
• c) Uncertainties: Labour absenteeism, labour turnover, seasonal employment, technological
changes and market fluctuations are the uncertainties which Human Resource Planning process
might have to face.
• d) Inefficient information system: In Indian industries, HRIS is not much strong. In the absence of
reliable data it is not possible to develop effective Human Resource Planning.
• e) Time and expense: Human Resource Planning is time consuming and expensive exercise, so
industries avoid.

8. Module 1 8
• Rethinking the employee value proposition
• Re-engaging the workforce
• Attracting talent to the enterprise
• Strengthening manager-employee relationships
• Promoting talent mobility and skill-building
• Retaining talent with a better employee experience
• Managing uncertainty
• Focusing on employee health and well-being

9. Module 1 9
7 Steps of HRP
Analyzing Objectives
Preparing HR Inventory
Forecasting demand
Estimating GAPS
Formulating a plan
Implementing the Plan
Monitor, Control and get the
feedback

10. Module 1 10
Activities required for HRP/Manpower Planning

11. Module 1 11

12. Module 1 12