Human Resource Planning

Planning for human resource is more important than planning for any other resource as demand for the later depends upon the size and structure of the former whether it is in a country or in an industry. Further, management of human resources hardly begins from human resources planning .In fact it is the basis for most of the other functions

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management.

From human resource planning the organization identifies how many people it has currently and how many people will be required in future. Based on this information major human resource decisions are taken.

As defined by Bulla and Scott (1994) it is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’.

Human resource planning is based on the belief that people are an organization’s most important strategic resource. It is generally concerned with matching resources to business needs in the longer term, although it will sometimes address shorter term requirements.

It addresses human resource needs both in quantitative and qualitative terms, which means answering two basic questions: first, how many people, and second, what sort of people? Human resource planning also looks at broader issues relating to the ways in which people are employed and developed in order to improve organizational effectiveness. It can therefore play an important part in strategic human resource management.

Objectives of HRP

  • Ensure optimum utilization of human resources currently employed;
  • Assess or forecast future requirements;
  • Formulate transfer and promotion policies
  • Cope up with the changing scenario;
  • Attaching with business plans of organization;
  • Anticipate redundancies;
  • Control the cost aspect of human resource
  • Provide basis for human resource development (HRD); and
  • Assist in productivity bargaining.
  • provide control measure to ensure availability of necessary resources when required
  • Make best use of minimal resource

Benefits of HRP

  • Proper HRP results into a number of benefits. Some of them are:
  • Create reservior of talent.
  • Preparation for future HR needs.
  • Promote employees in a systematic manner.
  • Provide basis for HRD.
  • Help in career and succession planning

Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources and

  1. Making necessary adjustments between these two and organizational plans
  2. Foreseeing the possibility of developing the supply of human resources in order to match it with requirements by introducing necessary changes in the functions of human resources management.

In this definition, human resource means skill knowledge, values, ability, commitment, motivation etc., in addition to the number of employees.

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