Human resource planning is the process of identifying an organization's future human resource needs and developing strategies to meet those needs. It involves analyzing the current workforce, forecasting future demand and supply, determining any gaps, and developing an action plan through recruitment, training, or other means. The objectives of human resource planning are to provide information for decision making, ensure effective utilization of employees, support organizational goals and economic development, determine future requirements, and analyze and manage change. The key steps in the planning process are determining objectives, analyzing current staffing, forecasting needs, identifying gaps, creating an employment plan, providing training, and evaluating the effectiveness of the plan.

1. HUMAN RESOURCE
PLANNING
PRESENTED BY: DURGA R
S2 MBA

2. Definition
Human resource planning is the systematic process that involves the
identification and analysis of an organization’s human resource
needs, both in terms of quality and quantity, and the development of
strategies to meet those needs. It is a proactive approach to aligning
an organization’s workforce with its business goals and objectives.

3. Objectives of Human Resource
Planning
• Provide Information: The information obtained through HRP is
highly important for identifying surplus and unutilised human
resources, and also renders a comprehensive skill inventory,
which facilitates decision making, like, in promotions.
• Effective utilization of human resource: Planning for human
resources is the main responsibility of management to ensure
effective utilisation of present and future manpower.

4. • Economic Development: At the national level, HRP is required
for economic development. It is particularly helpful in creating
employment in educational reforms and in geographical mobility
of talent.
• Determine Manpower Gap: HRP examine the gaps in existing
manpower so that suitable training programmes may be
developed for building specific skills, required in future.
• To Forecast Human Resource Requirement: HRP to determine
the future human resource needed in an organization. In the
absence of such a plan, it would be difficult to have the services
of the right kind of people at the right time.

5. • Analyse Current Workforce: HRP volunteers to assist in
analysing the competency of present workforce. It determines the
current workforce strengths and abilities.
• Effective Management of Change: Proper HR planning aims at
coping with severed changes in market conditions, technology
products and government regulations in an effective way.
• Realising Organizational Goals: HRP helps the organization in
its effectively meeting the needs of expansion, diversification and
other growth strategies.

6. Human Resource
Planning Process

7. 1. Determining the Objectives of Human Resource Planning: The foremost step in every
process is the determination of the objectives for which the process is to be carried on. The
objective for which the manpower planning is to be done should be defined precisely, so as to
ensure that a right number of people for the right kind of job are selected.
2. Analyzing Current Manpower Inventory: The next step is to analyze the current manpower
supply in the organization through the stored information about the employees in terms of their
experience, proficiency, skills, etc. required to perform a particular job.
3. Forecasting Demand and Supply of Human Resources: Once the inventory of talented
manpower is maintained; the next step is to match the demand for the manpower arising in the
future with the supply or available resources with the organization. Here, the required skills of
personnel for a particular job are matched with the job description and specification.

8. 4. Analyzing the Manpower Gaps: After forecasting the demand and supply, the manpower gaps
can be easily evaluated. In case the demand is more than the supply of human resources, that means
there is a deficit, and thus, new candidates are to be hired.Whereas, if the Demand is less than supply,
there arises a surplus in the human resources, and hence, the employees have to be removed either in
the form of termination, retirement, layoff, transfer, etc.
5. Employment Plan/Action Plan: Once the manpower gaps are evaluated, the action plan is to be
formulated accordingly. In a case of a deficit, the firm may go either for recruitment, training,
interdepartmental transfer plans whereas in the case of a surplus, the voluntary retirement schemes,
redeployment, transfer, layoff, could be followed.

9. 6. Training and Development: The training is not only for the new joinees but also for the existing
employees who are required to update their skills from time to time.
7. Appraisal of Manpower Planning: Finally, the effectiveness of the manpower planning process
is to be evaluated. Here the human resource plan is compared with its actual implementation to ensure
the availability of a number of employees for several jobs.At this stage, the firm has to decide the
success of the plan and control the deficiencies, if any.

10. Human Resource Planning is essential for organizations to ensure they have the right people, with the
right skills, in the right positions at the right time. It enables businesses to adapt to changes in the
internal and external environment, manage talent effectively, and support the achievement of
organizational goals. Effective human resource planning contributes to organizational efficiency,
employee satisfaction, and overall success.
CONCLUSION

11. Thank You