This document discusses human resource planning (HRP), including what it is, why it is important, the HRP process, benefits, types of HRP, techniques for forecasting human resource needs and availability, factors that affect HRP, and challenges. HRP is defined as a sub-system of organizational planning that facilitates realizing organizational objectives by providing the right type and number of personnel. The HRP process involves assessing an organization's human resource needs based on strategies and plans, identifying gaps between needs and availability, and developing action plans for implementation. An effective HRP integrated with organizational planning can lower costs, improve resource utilization, and help ensure the right people are in the right jobs.

1. Human Resource Planning
by,
Sadiah
Ola Alali
Sadaf sultana
Sadiya shaheen

2. Talking points
• What is HRP?
• Why Human Resource planning is important?
• Features
• Objectives of HRP
• HRP process
• Need of HRP
• Benefits
• Types
• Approaches to human resource planning
• Forecasting Human resource availability
• Forecasting Techniques
• Guidelines for making HRP effective
• Factors affecting Human Resource Planning
• Challenges for HR planning
• Barriers to HR planning
• Requirements for effective HR plan
• conclusion

3. • HRP is a sub-system of total organizational
planning
• HRP facilitates the realization of the company’s
objectives for the future by providing the right
type and number of personnel.
• HRP is also called Manpower planning,personnel
planning or Employment planning.
What is HRP?

4. Importance of HR
• Future personnel needs
• Coping with change
• Creating highly talented personnel
• Protection of weaker sections
• International strategies

5. Features
• Futuristic
• Continuous process
• Part of corporate planning
• Flexibility
• Long term and short term plans

6. Objectives of HRP
• Forecasting Human Resource Requirement
• Effective Management of change
• Realizing organizational Goals
• Effective utilization of HR
• Promoting Employees

7. HRP Process
Organization’s Strategies and Plans
Human Resources Requirement Human Resources Availability
Assessment of Human Resources Needs
Gap Analysis
Action Planning
Implementation

8. Needs of HRP
• Employment –Unemployment situation
• Technological change
• Organizational change
• Demographic change
• Skill shortage
• Government influence

9. Benefits of HR Planning
• Lower HR costs through better HR management.
• More timely recruitment for anticipate HR needs
• Better devlopment of managerial talent
• Improve the utilization of human resources.
• Make successful demand of local labor market.
• Co-ordinate different HR programs

10. Types of HR planning
 SHORT TERM
• Approaches to matching a weak individual and a job
• For optimum utilization of the strong incumbent.
 LONG TERM
• Projecting manpower requirements.
• Taking stock of existing manpower
• Recruitment & selection
• HR devlopment

11. Approaches to HR planning
Two Approaches used in forecasting the demand for
human resources are-
Quantitative
qualitative

12. Forecasting HR availability
• Forecasting the supply of internal human resources
• Forecasting the supply of external human resources

13. Forecasting Techniques
• Managerial judgment
• Ratio-trend analysis
• Work study techniques
• Delphi technique
• Other techniques

14. GUIDELINES FOR MAKING HRP EFFECTIVE
1. Integration with Organizational Plans
2. Period of HR Planning
3.Proper Organization
4. Support of Top Management
5. Involvement of Operating Executives

15. Factors affecting Human Resource
Planning
1.Organizational growth cycles and
planning
2.Time horizons
3.Nature of job being filled
4.outsourcing

16. Challenges for HR Planning
• Globalization
• Handling multicultural/Diverse Workforce
• Employee selection
• Training & Devlopment
• Balance with work life
• Retaining Talents
• conflict Managing

17. Barriers to HR plan
• Time consuming
• Incompatible information
• Conflicts between short term and long term HR needs
• Trade unions
• Uncertainties
• Conflicts between quantitative and qualitative
approaches of HRP

18. Requirements for effective HR plan
• HR plan must be as a part of corporate planning.
• HR plan duties should be centralized in different management
level
• Plan should be prepared by skill levels rather than by
aggregates
• The time horizon of the plan must be long enough to permit
any remedial action.

19. conclusion
• An effective HRP is required for an organisation to be
effective
• HRP needs to be fully integrated to be organization
plan
• Secret of success is the right type of people available
in the right number at time at right place.

20. Thank you..