HR planning nature and significance

ABOUT MANAGEMENT OF HUMAN RESOURCES

1. HR PLANNING-NATURE AND SIGNIFICANCE Sweety Ranjan 2017A134MBA Coa ,Ccs hau ,Hisar PIN-125004

2. Definition HRP is the process of forecasting a firms future demand for and supply of right type of people in right number. HRP is the process of determining manpower requirement and the means for meeting those requirements in order to carryout the interior plan of an organization.

3. Importance Future personnel needs Part of strategic planning Creating highly talented personnel International strategies: Expansion, Full key jobs with expatriate Increasing investment in HR’s Resistant to change and move Unite the perspectives of line and staff mangers Other benefits

4. Objectives of HRP To recruit and maintain quality and quantity Predict employee turnover and make arrangements Meet the requirement of expansion and diversification Anticipate the impact of technology and work Progress the knowledge skill and standard Surplus or shortage Pleasant IR Minimize imbalances Make best use of HR Estimate cost of HR

5. Benefits of HRP To meet up requirement of the organization Counter balance insecurity and change Helps in checking labor imbalance Right sizing the HR requirements of the organization To meet expansion and diversification needs of organization Training and development of employee Fulfill individual needs of employee Helps in formulation of budgets To check joblessness

6. HRP Process Surplus Shortage

7. Surplus & Shortage Surplus Restricted hiring Reduced hours VRS and lay off Shortage Recruitment Selection

8. Techniques of Forecasting HR Demand Managerial judgment Work study technique Ratio trend Economic model Delphi technique Other technique

9. HR Supply Technique Present / Existing HR Potential Additions of HR Potential loss of HR Esti m ated Supply of HR = + -

10. Barriers to HRP Identity crisis failed to develop a strong sense of purpose Do not enjoy full top management support Over complicated initial efforts HR specialist do not fully understand HRP process HR specialist have a tendency to become absorbed in their own world & do not interact with others Not keeping a balance between qualitative & quantitative approach Requires active participation and cordinated efforts on the part of operating manager Forcefully introduce the sophisticated technique due to the reason that other co’s have using it

11. Prerequisites Full top management support Fully understand HRP process Essential and integral part of overall organization plan Coordinate with other functional managers Personnel records of the organization Must be revised in the light of current and change organizational requirements

12. Factors affecting HRP Type and strategy of organization Organizational growth cycle and planning Environmental uncertainties Outsourcing Nature of job being filled Type and quality of forecasting information Time horizon