2. Human resources planning is the process by which an
organization ensures that it has the right number& kind
of people at the right place and at the right time, capable
of effectively and efficiently completing those tasks that
help the organization achieve its overall objectives.
HRP is the process of forecasting a firms future for, and
supply of the right type of people in the right number.
3. Ensure optimum use of human resources currently
employed
Avoid imbalance in the distribution and allocation
of human resources
Assess future skill requirements of the
organization’s overall objectives
Formulate transfer and promotion polices
4. HRP helps in effective recruitment and selections
HRP also facilitates designing of training for
employees to develop the required skills in them
HRP provides lead time for procuring personnel as
the lead time given is a time consuming process
5.
6. What is Performance Management:
An ongoing, continuous process of communicating and
clarifying job responsibilities, priorities, performance
expectations, and development planning that optimize an
individual's performance and aligns with organizational
strategic goals.
Workforce Management: (WFM) is a set of processes meant
to maximize the performance levels and competency for an
organization. Workforce refers to the total number of people
who are employed in a specific company, or are working on
a specific task — i.e. human resources.
7. What Is Leave Management: Leave management (
time-off management) is the process of managing time-
off requests — such as holidays, sick leave, vacation,
emergencies, and parental leave — through a series of
policies, guidelines, and rules that are specific
to your business.
Training and Development :It Helps employees develop
their knowledge, skills and abilities so that they might
become better qualified to perform the duties of their
present jobs and advance to more responsible positions
8. Talent management is how employers recruit and
develop a workforce that is as productive as possible and
likely to stay with their organization long term. When
implemented strategically, this process can help improve
the overall performance of the business and ensure that it
remains competitive.
HR analytics, also referred to as people analytics or
workforce analytics, involves gathering, analyzing, and
reporting HR data. It enables your organization to better
understand your workforce, measure the impact of a
range of HR metrics on overall business performance,
and make decisions based on data.
9. The Recruitment Module consists of several
components for end to end hiring that are accessible
to different users. based on the access granted for
each role, such as Employee, Hiring Manager,
Recruiter, Admin and HR
10. Steps in Human Resource Planning
Step 1: Take stock of your current processes
and people. Start with analyzing your
strengths and weaknesses with a magnifying
glass. ...
Step 2: Understand your business goals.
Step 3: Forecast future needs.
Step 4: Develop key strategies.
Step 5: Review and evaluate
11. Human resource planning allows companies to plan
ahead so they can maintain a steady supply of skilled
employees. The process is used to help companies
evaluate their needs and to plan ahead to meet those
needs.
Human resource planning needs to be flexible
enough to meet short-term staffing challenges while
adapting to changing conditions in the business
environment over the longer term. HRP starts by
assessing and auditing the current capacity of human
resources.
12. Employees cannot be always related to output in a
direct way.
Integration of manpower planning with corporate
plans may not exist in all the organizations. It may
create problem for enterprise wise manpower plan.
Data on past workload factor may not be available
creating difficulties in calculation.
13. 4. Uncertainty about the future is again a problem,
rather major problem for the manpower plans operating
on past data may lead to a major inaccuracy in
estimating manpower need.
5. Effects of different factors may not always be in a
straight line. Hence inter relationship of different factors
complicates the manpower forecasting.
6. Though statistical methods like regression analysis,
factor analysis etc. are available but their very
complicated and tedious calculation vex the manpower
planner so much so that they give up using these
irritating statistical tools.
