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HUMAN RESOURCEPLANNING

Jayashree Sadri 

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Human Resource Planning

  Human Resource Planning is the

process b !hich Management

"etermines ho! an organi#ation shoul"mo$e %rom its current manpo!er

position to the "esire" manpo!er

position&

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HUMAN RESOURCE PLANNING

Earlier 'no!n as Manpo!er Planning

this aspect o% HRM is "e%ine" in t!o

!as()

*& Macro Manpo!er Planning

+& Micro Manpo!er Planning

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Micro Manpo!er Planning

Micro Manpo!er Planning re%ers to policies an"

practices concerne" !ith the procurement, allocation

an" utili#ation o% the human resource such that the

right person is a$ailable !ith the right s'ills an"

attitu"es, at the right place at the right time& Here

the argument is that i% manpo!er is !ell manage"

an" the people are satis%ie" the organi#ation easil

begins to thri$e on success&

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-hrough H R Planning, Management

stri$es to .ha$e the right number o%

people at the right place at the righttime to "o things !hich result in both

the organi#ation an" the in"i$i"ual

recei$ing the ma/imum long)rangebene%its&

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Manpo!er Planning consists in

pro0ecting %uture manpo!er

re1uirements an" "e$eloping plans %orthe implementation o% their pro0ections&

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-he multi)step process o%HRP

) 2eci"ing goals an" ob0ecti$es

) Estimating the %uture organi#ational

structure&

) Estimating the %uture re1uirements

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)  Au"iting the present human resources

) Planning 3ob re1uirements an" 0ob"escriptions

) 2e$eloping a comprehensi$e plan

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-he main "imensions to be un"erta'en %or

Human Resource Planning

-he total number o% personnel a$ailable 4men on

rolls5

-he 3ob 6amil 4"etaile" 0ob "escription o% %unction

an" team5

 Age "istribution o% emploees

Gen"er "istribution o% emploees

7uali%ication "esire" 4i"eall an" permissible5 S'ills "esire" 4i"eall an" permissible5

 Attitu"es "esirable4i"eall an" permissible5

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Salar range 4i"eal an" actual5

Speci%ic 1uali%ications 4Statutor5

Estimate" an" 'no!n lea$ers& -his isstatisticall calculate" using past "ata an"

tren"s&

6orecasting techni1ues use" shoul" besimple an" manageable&

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6orecasting is the be"roc' upon !hich

HR Planning rests& It is necessarbecause Contingencies brought about b %luctuations in the

mar'et, !ages, prices, costs an" shares&

 An e/pansion because o% gro!th in the $olume o%

business an"8or the pro"uction process&

 A contraction because o% recession, slo! "o!n, tall in

"eman", obsolescence, sic'ness, 9 stri'es&

Changes in managerial philosophies an" lea"ership

stles arising out o% mergers, ta'eo$ers or strategic

alliances&

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Change in technolog, processes o% 

 pro"uction an" "istribution o% %inishe" pro"uct&

Outsourcing o% %unctions that !ere hitherto ta'en careb the organi#ation&

Changes in 1ualit an" 1uantit o% pro"ucts re1uire"

b mar'et %orces re1uire a change in the

organi#ational structure itsel%&

High attrition le$els "ue to %oreign mar'ets opening

up or ne! $entures opening up ma intensi%

manpo!er planning acti$it&

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Results o% a success%ul HR plan

Increase" ser$ice 1ualit an" client

satis%action&

Hire" more competent persons&

 A""resse" retention issues e%%ecti$el&

Re"uce" costs&

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Conclusion

6inall, !e can sa that Human Resource Planning is

a "ouble)e"ge" !eapon in the han"s o%

management& I% use" !ell it contributes to the

e%%ecti$eness, morale buil"ing an" a sense o%belongingness& I% not, it contributes to %rustration,

!astage o% talent an" high labor turno$er& Hence, its

importance shoul" not be un"erestimate"&

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Thank you