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    HR Planning

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    magardiwakar11
    Human resource planning is a systematic process that involves forecasting an organization's future workforce needs, evaluating its current human resources, and developing strategies to ensure the organization has the right number and types of employees to meet its objectives. The key elements of HRP include forecasting recruitment needs, evaluating the internal and external labor supply, and balancing supply and demand. The HRP process involves assessing current HR capabilities, analyzing future requirements, creating demand forecasts, and developing sourcing strategies to address gaps.

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    HR Planning

    Uploaded by

    magardiwakar11
    18 views8 pages
    Human resource planning is a systematic process that involves forecasting an organization's future workforce needs, evaluating its current human resources, and developing strategies to ensure the organization has the right number and types of employees to meet its objectives. The key elements of HRP include forecasting recruitment needs, evaluating the internal and external labor supply, and balancing supply and demand. The HRP process involves assessing current HR capabilities, analyzing future requirements, creating demand forecasts, and developing sourcing strategies to address gaps.

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    HR planning

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    Human resource planning is a systematic process that involves forecasting an organization's future workforce needs, evaluating its current human resources, and developing strategies to ensure the organization has the right number and types of employees to meet its objectives. The key elements of HRP include forecasting recruitment needs, evaluating the internal and external labor supply, and balancing supply and demand. The HRP process involves assessing current HR capabilities, analyzing future requirements, creating demand forecasts, and developing sourcing strategies to address gaps.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    18 views8 pages

    HR Planning

    Uploaded by

    magardiwakar11
    Human resource planning is a systematic process that involves forecasting an organization's future workforce needs, evaluating its current human resources, and developing strategies to ensure the organization has the right number and types of employees to meet its objectives. The key elements of HRP include forecasting recruitment needs, evaluating the internal and external labor supply, and balancing supply and demand. The HRP process involves assessing current HR capabilities, analyzing future requirements, creating demand forecasts, and developing sourcing strategies to address gaps.

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    Human Resource Planning

    Introduction

    • Human resource planning is the continuous process of systematic planning to


    achieve optimum use of an organization's most valuable asset.
    • HRP is the business process for ensuring that an organization has suitable
    access to talent to ensure future business success.
    • Human Resource Planning is a systematic process of forecasting both the
    prospective demand for and supply of manpower, and employment of skills
    with the objectives of the organization.
    • The HRP is closely linked to the corporate plan.
    • Corporate planning includes managerial activities that set the company’s
    objectives and determine the appropriate means for achieving these objectives.
    • Human resource planning develops strategies for matching the skills and
    size of the workforce to organizational needs. The planning system
    specifically recruits, trains and restructures the staff/personnel needed to
    meet business objectives and any changes within the external environment.
    Cont….
    • HRP facilitates the realization of the organization’s objectives by
    providing the right type and right number of personnel
    • It can also be termed as the method of reviewing the manpower
    necessities to ensure that right kind of skills is made available to the
    organization.
    • The objective of HRP is to ensure the best fit between employees and
    jobs while avoiding manpower shortages or surpluses.
    • Human resource planning investigates all the requirements of the
    organization and associated needs of management programs, policies
    and the resources that are necessary to fulfil the requirements.
    • Human resource plans set the bases for all human resource activities.
    Importance
    • It gives the company the right kind of workforce at the right time frame
    and in right figures.
    • In striking a balance between demand-for and supply-of resources, HRP
    helps in the optimum usage of resources and also in reducing the labor
    cost.
    • It helps the organization to develop a succession plan for all its
    employees. In this way, it creates a way for internal promotions.
    • It makes the organization to evaluate the weaknesses and strengths of
    personnel thereby making the management to take remedial measures.
    • The organization as a whole is benefited when it comes to increase in
    productivity, profit, skills, etc., thus giving an edge over its competitors.
    • Human Resource Planning is required to meet the requirements of
    diversification and growth of a company.
    Key elements

    • Forecasting recruitment needs


    • There are a number of ways in forecasting your business needs, to
    know the exact number of employees required to run the business.
    • Factors to be considered are the economical situation of any given
    country, internal and external factors of an organization and the
    demand for the products.
    • Evaluate Supply
    • In estimating this, there are two aspects, one is the evaluation of the
    internal resources and the other is the prospective or external resources.
    • Among the two, external factors require extra care, these include
    education, unemployment rate and law that is in existence.
    • Evaluating these factors very closely will help the organization in filling
    the right resources at the right time with the right skill set.
    Cont……..
    • Supply and demand balance
    • This element of Human Resource Planning is very important, as
    striking a balance between these two forces will help the organization
    in understanding if there is shortage or excess of employees available in
    a particular group.
    • It also helps in understanding as to the need of full time or part time
    needs of the organization.
    HRP Process
    • Assessment of Current HR Supply
    • Assessment of the current human resource availability in the organization is the
    foremost step in HR Planning. It includes a comprehensive study of the human
    resource strength of the organization in terms of numbers, skills, talents,
    competencies, qualifications, experience, age, tenures, performance ratings,
    designations, grades, compensations, benefits, etc.
    • At this stage, the consultants may conduct extensive interviews with the managers
    to understand the critical HR issues they face and workforce capabilities they
    consider basic or crucial for various business processes.
    • Analysis of Future HR Demand:
    • Analysis of the future workforce requirements of the business is the second step in
    HR Planning.
    • All the known HR variables like attrition, foreseeable vacancies, retirements,
    promotions, pre-set transfers, etc. are taken into consideration while determining
    future HR demand. Further, certain unknown workforce variables like
    competitive factors, resignations, dismissals are also included in the scope of
    analysis.
    Cont……
    • Demand Forecast
    • Next step is to match the current supply with the future demand of HR, and
    create a demand forecast. Here, it is also essential to understand the
    business strategy and objectives in the long run so that the workforce
    demand forecast is such that it is aligned to the organizational goals.
    • HR Sourcing Strategy and Implementation:
    • After reviewing the gaps in the HR supply and demand, the HR department
    develops plans to meet these gaps as per the demand forecast created by
    them. This may include conducting communication programs with
    employees, relocation, talent acquisition, recruitment and outsourcing,
    talent management, training and coaching, and revision of policies.
    • The plans are, then, implemented taking into confidence the mangers so as
    to make the process of execution smooth and efficient. Here, it is important
    to note that all the regulatory and legal compliances are being followed.

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