The document outlines the human resource planning process, highlighting the steps from analyzing organizational objectives to monitoring and feedback to ensure effective workforce management. It distinguishes between recruitment and selection, emphasizing recruitment's focus on attracting candidates and selection's role in establishing contractual relationships. Additionally, it discusses the objectives of human resource management, which include resource utilization, organizational structure, goal alignment, employee development, satisfaction, and discipline.

1. PRESENTATION
Dr. Asma Qureshi
By :

2. Human Resource Planning
Process

3. • HR planning is a process that identifies
current & future human resources needs
for an organization to achieve its goals.
• It is a process through which a right
candidate for right job is ensured.

4. Process of Human Resource
Planning:

5. Analysing Organizational Objectives
Inventory of Present Human Resources
Forecasting Demand and Supply of Human
Resource
Estimating Manpower Gaps
Formulating the Human Resource Action Plan
Monitoring, Control and Feedback

6. Process of HR Planning:
• 1. Analysing Organizational Objectives:
The objective to be achieved gives the idea about the
work to be done in the organization.
• 2. Inventory of Present Human Resources:
From the updated human resource information
storage system, the current number of employees,
their capacity, performance and potential can be
analysed.

7. • 3. Forecasting Demand and Supply of Human
Resource:
The human resources required at different positions
according to their job profile are to be estimated.
The available internal and external sources to fulfill
those requirements are also measured.
• 4. Estimating Manpower Gaps:
Comparison of human resource demand and human
resource supply will provide with the surplus or
deficit of human resource.

8. • 5. Formulating the Human Resource Action Plan:
The human resource plan depends on whether there
is deficit or surplus in the organization.
Accordingly, the plan may be finalized either for new
recruitment, training, interdepartmental transfer in
case of deficit of termination, or voluntary
retirement schemes and redeployment in case of
surplus.

9. • 6. Monitoring, Control and Feedback:
It mainly involves implementation of the human
resource action plan.
Human resources are allocated according to the
requirements, and inventories are updated over a
period.
The plan is monitored strictly to identify the
deficiencies and remove it.

11. Basis for
Comparison Recruitment Selection
Meaning
Recruitment is an activity of
searching candidates and
encouraging them apply for
it.
Selection refers to the
process of selecting the
best candidates and
offering them job.
Approach Positive Negative
Objective
Inviting more and more
candidates to apply for the
vacant post.
Picking up the most
suitable candidate and
rejecting the rest.
Key Factor
Advertising the job. Appointment of the
candidate.

12. Basis for
Comparison
Recruitment Selection
Sequence
First Second
Process
Vacancies are notified by
the firm through various
sources and application
form is made available to
the candidate.
The firm makes applicant
pass through various
levels like submitting
form,written
test,Interview,Medical
test and so on.
Contractual
Relation
As recruitment only implies
the communication of
vacancies, no contractual
relation is established.
Selection involves the
creation of contractual
relation between the
employer and employee.

13. OBJECTIVES OF HUMAN RESOURCE
MANAGEMENT
The main purpose of Human Resource Management is
to accomplish organizational goals.
OBJECTIVES OF HUMAN RESOURCE
MANAGEMENT
Effective Utilization of Resources
• Ensures effective utilization of Resources.
• HRM teaches how to utilize human and non-human
resources so that goal can be achieved.

14. Organizational Structure
• Defines the working relationship between
employees and management.
• It defines and assigns the task for each employee
working in the organization.
• The task is to be performed within the given
constraints.
• It also defines positions, rights and duties,
accountability and responsibility and other
working relationships.

15. Goal Harmony
•HRM bridges the gap between individual goal
and organizational goal-thereby resulting into
a good harmony.
•If goal difference occurs, the employees will
not be willing to perform well.
•Hence a proper match between individual
goal and organizational goal should be there
in order to utilize organizational resources
effectively and efficiently.

16. Development of Human Resources
•HRM provides favorable environment for employees
so that people working in organization can work
creatively. This ultimately helps them to develop their
creative knowledge, ability and skill.
•To develop personality of employees, human
resource management organizes training and
development campaigns which provides an
opportunity for employees to enhance their caliber to
work.

17. Employee Satisfaction
•HRM provides a series of facilities and
opportunities to employees for their career
development. This leads to job satisfaction and
commitment.
Employee Discipline and Moral
•HRM tries to promote employee discipline and
moral through performance based incentives.
•It creates a healthy and friendly working
environment through appropriate work design and
assignment of jobs.