The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.

1. Human Resource Planning
Human Resource Management

3. HUMAN RESOURCE PLANNING
• The ongoing process of systematic planning to achieve
optimum use of an organization's most valuable asset - its
human resources. The objective of human resource (HR)
planning is to ensure the best fit between employees and jobs,
while avoiding manpower shortages or surpluses. The three key
elements of the HR planning process are forecasting labor
demand, analyzing present labor supply, and balancing
projected labor demand and supply.
OR
• The HR plan needs to be flexible enough to meet short-term
staffing challenges, while adapting to changing conditions in the
business and environment over the longer term. Human
resource planning is also a continuous process.

4. Objectives of Human Resource Planning
To recruit and maintain
the HR of requisite
quantity and quality.
To predict the employee
turnover and make the
arrangements for
minimizing turnover and
filing up of consequent
vacancies.
To meet the requirements
of the programmes of
expansion, diversification
etc.
To anticipate the impact
of technology on work,
existing employees and
future human resource
requirements.
To progress the
knowledge, skill,
standards, ability and
discipline etc.
To appraise the surplus or
shortage of human
resources and take
actions accordingly.
To maintain pleasant
industrial relations by
maintaining optimum level
and structure of human
resource.
To minimize imbalances
caused due to non-availability
of human
resources of right kind,
right number in right time
and right place.
To make the best use of
its human resources; and
To estimate the cost of
human resources.

5. HRP at different levels :
• Human resource planning is done at various levels
for their own purposes by various institutions. There
are various levels of human resource planning in an
industrial enterprise:
• National Level
• Sectoral Level
• Industry Level
• Unit Level
• Departmental Level
• Job Level

6. Benefits/Importance of Human Resource Planning
To meet up requirements of the organisation
Counterbalance insecurity and change
It helps in checking labour imbalance
Right-sizing the human resource requirements of the organisation
To meet expansion and diversification needs of the organisation
Training and Development of Employees
Fulfill Individual Needs of the Employees
Helps Formulation of Budgets
To Check Joblessness

7. HRP planning Process

8. Human resource planning is a process through which the company anticipates future
business and environmental forces. Human resources planning assess the manpower
requirement for future period of time. It attempts to provide sufficient manpower
required to perform organizational activities. HR planning is a continuous process which
starts with identification of HR objectives, move through analysis of manpower resources
and ends at appraisal of HR planning. Following are the major steps involved in human
resource planning:

10. 1. Assessing Human Resources
• The assessment of HR begins with environmental analysis, under which the external
(PEST) and internal (objectives, resources and structure) are analyzed to assess the
currently available HR inventory level. After the analysis of external and internal forces of
the organization, it will be easier for HR manager to find out the internal strengths as well
as weakness of the organization in one hand and opportunities and threats on the other.
Moreover, it includes an inventory of the workers and skills already available within the
organization and a comprehensive job analysis.
•

11. 2. Demand Forecasting
• HR forecasting is the process of estimating demand for and supply of HR in an
organization. Demand forecasting is a process of determining future needs for HR in
terms of quantity and quality. It is done to meet the future personnel requirements of the
organization to achieve the desired level of output. Future human resource need can be
estimated with the help of the organization's current human resource situation and
analysis of organizational plans an procedures. It will be necessary to perform a year-by-year
analysis for every significant level and type.
•

12. 3. Supply Forecasting
• Supply is another side of human resource assessment. It is concerned with the estimation
of supply of manpower given the analysis of current resource and future availability of
human resource in the organization. It estimates the future sources of HR that are likely to
be available from within an outside the organization. Internal source includes promotion,
transfer, job enlargement and enrichment, whereas external source includes recruitment
of fresh candidates who are capable of performing well in the organization.
•

13. 4. Matching Demand And Supply
• It is another step of human resource planning. It is concerned with bringing the forecast of
future demand and supply of HR.The matching process refers to bring demand and
supply in an equilibrium position so that shortages and over staffing position will be
solved. In case of shortages an organization has to hire more required number of
employees. Conversely, in the case of over staffing it has to reduce the level of existing
employment. Hence, it is concluded that this matching process gives knowledge about
requirements and sources of HR.
•

14. 5. Action Plan
• It is the last phase of human resource planning which is concerned with surplus and
shortages of human resource. Under it, the HR plan is executed through the designation
of different HR activities. The major activities which are required to execute the HR plan
are recruitment, selection, placement, training and development, socialization etc. Finally,
this step is followed by control and evaluation of performance of HR to check whether the
HR planning matches the HR objectives and policies. This action plan should be updated
according to change in time ans conditions.

15. Yakshika Vats
THANKS