Chapter 1

Introduction
Tasnuva Rahman
Eastern University

Planning is thought prior to

action
a thought proper to
Planning has been visualized as
action, embracing a scheme of action involving the
determination of the strengths and weaknesses in the choice
of the best course of action from the standpoint of strategy
and programs.
The term Plan is defined as a forecast of future
attainment and forms a written statement of what will be the
outcome of this action specifying a time period ranging from
one year to five years.

Human Resource Planning

Is both a process and a set of plans.
It is the process used by organizations for assessing the
supply and demand for future human resources.
Human Resource Planning as a process involving
the following activities:
Forecasting of future human resource requirements;
Task of inventorying present resources and assessing
the extent to which these resources are optimally utilized;
Anticipation of human resources problem, and
Planning of necessary human resource program.

Dimensions of HRP
Manpower Planning Provides information in
three dimensions:
The estimated manpower requirements
(including expectations of manpower utilization);
The analysis of the external manpower market
situation,&
The resulting estimate of manpower availability
from the two dimensions.

Strategies for Manpower Planning

Manpower planning involves the application of a set of 9
strategies:
Collect, maintain and interpret relevant information
regarding human resources;
Report periodically manpower objectives, requirements
and existing employment and allied features of
manpower;
Develop procedures and techniques to determine the
requirements of different types of manpower over a
period of time from the standpoint of organizational goals
and modify these goals.

Strategies for Manpower Planning

Develop measures of manpower utilization as a
component of forecasts of manpower requirements
along with if possible- independent validation;
Employ- if suitable- techniques leading to effective
allocation of work with a view to improving manpower
utilization
Conduct research to determine factors hampering the
contribution of the individuals and groups to the
organization with a view to modifying or removing these
handicaps;

Strategies for Manpower Planning

Develop and employ methods of economic assessment of
human resources reflecting its features as income
generator and cost and accordingly improving the quality
of decisions influencing manpower;
Evaluate the procurement, promotion and retention of the
effective human resources in the context of the forecast
requirements of the enterprise; &
Analyze the dynamic process of recruitment , promotion
and loss to the organization and control these processes
and organization structure with a view to encouraging the
maximum individual and group performance without
involving excessive costs

Reasons for HRP

More effective and efficient use of human
resources:
More satisfied and better developed
employees
More effective equal employment
opportunity planning

The HR Planning Process

HR Planning involves four distinct phases
or stages:
Situation analysis or environmental
scanning;
Forecasting human resource records;
Human resource supply analysis;
Action plan development.

Strategic Management
Decisions
Technological
Forecasts;
Economic Forecasts;
Market Forecasts;
Organizational
Planning;
Investment Planning;
Annual Operating Plans

Human Resource
Demand

Annual Employment
Requirements;
Numbers;
Skills;
Occupational Categories

Variances
If surplus
Decisions: Layoff etc.
End

Human Resource
Supply

Existing Employment
Inventory;
After Application of
Expected Loss and
Attrition rates

End
If Shortage
Decisions: Overtime etc.

End

Thank you