Human resource planning (HRP) is the process of forecasting and managing an organization's manpower needs to ensure appropriate skills and resources are available. HRP aims to recruit, maintain, and utilize human resources efficiently, while also anticipating future demands and addressing gaps through strategic sourcing. Despite its benefits in creating a capable workforce, HRP faces limitations due to uncertainties in the future and the resource-intensive nature of the planning process.

1. Human Resource Planning

2. Meaning
• Human resource planning is the method of forecasting the manpower
necessities to ensure that right kind of skills is made available to the
organization

3. Definition
• “ Human resources planning is the process of determining manpower
requirements and the means for meeting those requirements in order to
carry out the integrated plan of the organization.”
Coleman

4. Objectives Of HRP
• To recruit and maintain the HR of requisite quantity and quality.
• To ensure proper utilization of existing human resources.
• To ensure proper human resource policies like training and development.
• To meet the requirements of the programs of expansion, diversification etc.
• To maintain pleasant industrial relations by maintaining optimum level and
structure of human resource.
• To estimate the cost of human resources.
• Providing a better view of HR dimensions to top management.

5. Process/Steps of HRP
• Assessing current HR supply: It includes a comprehensive study of the human resource
strength of the organization in terms of numbers, skills, talents, competencies,
qualifications, experience, age, tenures, performance ratings, designations, grades,
compensations, benefits, etc.
• Anticipating future HR Demand: All the known HR variables like attrition, lay-offs,
foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into
consideration while determining future HR demand
• Demand Forecast: Next step is to match the current supply with the future demand of HR,
and create a demand forecast
• HR Sourcing Strategy and Implementation: After reviewing the gaps in the HR supply and
demand, the plans are formulated to meet these gaps as per the demand forecast . This
may include conducting communication programs with employees, relocation, talent
acquisition, recruitment and outsourcing, talent management, training and coaching, and
revision of policies.

6. Benefits of Human Resource Planning
• It gives the company the right kind of workforce at the right time frame and in right figures.
• Cautiously forecasting the future helps to manage the manpower in a better way, thus pitfalls
can be avoided.
• It helps the organization to develop a succession plan for all its employees. In this way, it
creates a way for internal promotions.
• It compels the organization to evaluate the weaknesses and strengths of personnel thereby
making the management to take remedial measures.
• The organization as a whole is benefited when it comes to increase in productivity, profit,
skills, etc., thus giving an edge over its competitors.

7. Problems/Limitations of HRP
• The future is uncertain. There are several external technological, political, cultural factors
that affects the employment opportunities. Therefore, the management can consider the
HRP as a guiding factor and cannot rely completely on it.
• With the surplus manpower, the companies try to remove this imbalance using termination,
layoff, removal of the existing employees. This could create a sense of insecurity among
them, and that would result in the loss of their faith in the company.
• The human resource planning is time-consuming since it collects the complete information
regarding the personnel requirements of each department and then finds the suitable
sources to satisfy the needs.
• The human resource planning is an expensive process. All the activities carried out from the
time the manpower need arises till the final placement of employees, consumes lot of time
and is very expensive.