Human resource planning is a systematic process that identifies current and future human resource needs in an organization to achieve its goals. It involves forecasting the demand and supply of qualified personnel and ensuring optimal use of existing resources while addressing potential surpluses or shortages. Effective HR planning is essential for adapting to changes in technology, market dynamics, and workforce turnover, ultimately aiding organizational expansion and efficiency.

1. HR Planning
Submitted By:-
Kamlesh-181
Aakash-199
Abhijeet-197
Shivam Duhan-193
Shivam Bhasin-209

2. HR Planning
 Human resources planning is a process that identifies current and
future human resources needs for an organization to achieve its
goals.
 Human resource planning involves getting the right number of
qualified people into the right jobs at the right time.
 It includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will
be available.
 Quoting Mondy et (1996) define it as a systematic analysis of HR
needs in order to ensure that correct number of employees with the
necessary skills are available when they are required.

3. Objectives of HR Planning
 To ensure optimum use of existing Human Resource
 To forecast future requirement of Human Resource
 To provide control measures to ensure that necessary
Human Resource is available as and when required
 To provide direction to all HR activities and systems
 To assess the surplus and shortage of HR

4.  To anticipate the impact of technology on jobs and HR
 To determine the cost of HR
 To determine the level of Recruitment and Training
 To meet the needs of expansion and diversification
programs

5. Importance of HR Planning
 There has been shortage of human resources with the required skills,
qualifications and capability to do various work.
 Human Resource Planning ensures smooth supply of workers without
interruption.
 Human Resource Planning is also essential to replace workforce
turnover. These cause a flow in the workforce in many organizations.
 Required to meet the needs of expansion and diversification of
organization.

6.  HRP helps management to adjust and cope with changes like
Technological changes, change in the methods of production,
distribution and servicing of goods/products.
 Identifies areas of surplus personnel and also areas where there are
shortage of people.
 Better opportunities exist to include women & minority groups in
future growth plans
 Upper management has a better view of the HR dimensions of
business decision

7. Process of HR Planning
Organisational
Objectives and Process
HR Need Forecast HR Supply Forecast
HR Programming
HRP Implementation
Control and Evaluation of Programme
Surplus, Restricted Hiring, Shortage
Reduced Hours, VRS, Recruitment
Lay Off etc. and Selection

8. HR Demand Forecast
 Demand forecasting is the process of estimating the future quantity
and quality of people required
 The basis of the forecast must be the annual budget and long-term
corporate plan, translated into activity levels for each function and
department
 Demand forecasting must consider several factors both internal and
external.
 External factors are competition, economic climate, laws and
regulatory bodies, changes in technology and social factors.
 Internal factors include budget constraints, production levels, new
products and services, organizational structure and employee
separation.

9. HR Supply Forecast
 Supply forecasting measures the no. of people likely to be available
from within and outside an organisation, after making allowance for
internal movements and promotions, wastage and changes in
hours and other conditions of work.
 Supply Forecast includes Existing Human Resources, Internal and
External sources of Supply
 The demand and supply forecast have to be balanced and the
steps taken to eliminate any mismatch.
 Monitoring/Audit and control have to be maintained for keeping
the quality and quantity equilibrium

10. Manpower Gap Planning
 Manpower gaps used to reconcile the forecasts of labour demand and
supply. This process identifies potential skill shortages or surpluses of
employees, skills and jobs.
 Analyzing current HR demographics and forecasting of future manpower
 Building future manpower needs based on business plan and modeling of
productivity levels.
 Identifying manpower strategy to bridge gaps between future manpower
and business needs.

11. Formulating HR Plans
 Recruitment plan: Will indicate the number and type of people
required and when they are needed; special plans to recruit right
people.
 Redeployment plan: Will indicate the programmes for transferring or
retraining existing employees for new jobs.
 Redundancy plan: Will indicate who is redundant, when and where;
the plans for retraining, where this is possible; and plans for golden
handshake, retrenchment, lay-off, etc.
 Training plan: Will indicate the number of trainees or apprentices
required and the programme for recruiting or training them.
 Productivity plan: Will indicate reasons for employee productivity or
reducing employee costs through work simplification studies,
mechanisation, productivity bargaining

12.  Retention plan: Will indicate reasons for employee turnover and
show strategies to avoid wastage through compensation policies;
changes in work requirements and improvement in working
conditions.
 Control points: The entire manpower plan be subjected to close
monitoring from time to time. Control points be set up to find out
deficiencies, periodic updating of manpower inventory