Human Resource Planning

The globalization has brought significant changes in strategic management, strategies is unified and comprehensive and integrated plan that relates strategic advantages of the firm to the challenges of environment. Job design and job analysis helps the Human resource manager to know the types and numbers of job available, which provide a basis for estimating the numbers and kind of people require.

Well, for the corporate level strategies , expansion, diversification, mergers, acquisitions, and joint venture, .
for implementation of the these strategies demand for additional human resource contrast, such as implementation of turnover , divestment, and other retrenchment strategies result in reduction in human resource planning.

HRP is having some steps

Forecasting future manpower requirements. Making an inventory of present manpower resources and assessing the extent to which these resources are employed optimally

Anticipating man power problems.-determine the adequacy qualitatively &

quantitatively

Planning the necessary programs of recruitment, selection,

transfer, promotion, motivation, and compensation.

Source- by c.v. mamoria pag no. 156

Objective of human resource planning

Recruit and retain the human resource. To foresee the employee turnover and make the arrangements for minimizing turnover and filling up the vacancies. To meet the programs of expansion and diversification. To foresee the impact of technology on work , existing employee and future Hr requirement.

To increase the standards ,knowledge and skills.

To assess the surplus or shortage of human resource accordingly. To make the best of use of human resource. To estimate to the cost of human resource. To manage the imbalance causes due to non availability of human resources of , the right kind of , right number and time and etc.

Benefits of human resource planning

Human resource planning anticipate not only the required kind and number of employees but also determines the action plan for all the functions of personnel management.

Checks the corporate plan of the organization. Offsets uncertainty and change- with maximum extend and enable the organization to have right men at the right time and in the right place. Force to advancement and development of employee through training and development. Facilitate the control of all the function, operation, contributions, and cost of human resources. To plan for physical benefits, working conditions, volumes of fringe benefits like canteen, school, hospital, conveyance, child care, quarters facilities etc. To foresee the change in values, aptitude, and attitude of human resource and to change the techniques of interpersonal management etc. It is causes of the development of various sources of human resources to meet the organizational needs. It helps to take steps to improve human resources contributions in form of increased productivity.

Factor affecting HRP

External factor Internal factor

Govt. factor. level of economic development

strategies of companies. HR policy of the companies.

Business environment.
Information technology. Level of technology. Natural factor. International factor.

Formal and informal groups.

job analysis. Types and qualities of information. Companys production. Trade union.

Process of HRP