Meaning Of Human Resource Planning.pptx

SUB TO : PROF.SHAMLI

PREPARED BY. SAHIL(9010) SHIV KUMAR(9009)

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In simple words, human resource planning is understood as the process of forcasting an organisation ‘s future demand for, and supply of, the right type of people in right number. Organisational planning includes the managerial activities that set the company objective for the future and determines the appropriate means for achieving those objectives. Human resource planning is variously called Stratgic manpower planning, or Employeement planning

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According to Pausel and Ponder”Hrp is the process of forcasting a firm’s future demand for, and supply of, the right type of people at right number.

IMPORTANCE OF HRP

1.PERSONAL NEEDS TAKEN CARE OF

;Basically hrp gives the number and types of people required in the coming period, when these numbers are adhered to, organisations will be assured of the right number and the right types of employees. In the absence of hrp, organisations tend to run the risk of shortage or problem of surplus labour force.

As pointed out hr management must became an integral part of strategic management process.All activity of hrm planning, hiring, training, remunerating and maintainng must merged with strategic management. 3.CREATING HIGHLY TALENTED PERSONNEL : As we mentioned earlier jobs are becoming highly intuctual and incumbents are getting vastly professional.Qualified and competent people are known for job hopping thereby frequent shortages in the organisation

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International expansion strategies depand upon HRP. The department ability to fill key jobs with foreign nationals and reassignment of employees from within or across national border is a major challenge facing international business.transfer 5.foundation for personnel functions : As stated earlier, hrp provides essential information for designing and implementing personnel functions, such as recruitement, selection, personnel movement, promotion, layoffs and training and development.

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Another compelling reason for hrp is the investment an organisation makes in its human resource .human assets as opposed to physical assets, can increase in value.an employee who gradually develop his/her skills and ability becomes a more valuable resource 7.RESISTANCE TO CHANGE AND MOVE : There is growing resistance among employees to change and move There is also a growing emphasis on self evaluation and on evaluation of loyalityand dedication to the organisation.

1.TYPE AND STRETEGY OF ORGANIZATION The type of organization is an important consideration because it determines the production process involved, number and type of staff needed, and the supervisory and managerial personnel required. The stretegic plan of the organization defines the organization’s hr needs. For example-a stretegy of organic growth means that addition employees must be hired primarily, the organization decides either to be proactive or reactive in hrp.

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The stage of an organization’s growth can have considerable influence on human resource planning. Small organization in the embyonic stage may not have personnel planning need for planning is felt when the organization enters the growth stage 3.ENVIROMENTAL UNCERTAINTIES : HR managers have the privilege of operating in a stable and predictable enviroment political, social, and economic changes affect all organizations.personnel planners deal with enviromental uncertainties by carefully formulating recruitment, selection, and training and development policies and programmes.

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Yet another major factor affecting the personnel planning is the time horizon. A plan cannot be far too long on a time horizon as the operating enviroment itself may undergo charges on the other hand there are short term plans spanning six months to one year. on the other hand, there are long term plans which spread over three to wenty years. For example-must be for a short period plans for others where enviroment is fairly stable ex a university plan, may long term In general greater the uncertainity, shorter the plan time horizon and vice-versa.

The information used to forcast personnel needs originates from a multitude of sources. A major issue in personnel planning is the type of information which should be used in making forcasts, closely related to the type of information is the quaility of data used. 6. LABOUR MARKET : Labour market depends comprises people with skills and abilities that can be trapped as and when the need arises