HRP -MeghaSharma

8/4/2019 HRP -MeghaSharma

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Human ResourcePlanning

By:-Megha Sharma

IVth semester

BBA(MOM)

www.bbaexperts.com(Megha Sharma)


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What is Human ResourcePlanning?

Human Resouce Planning (HRP) has been defined as

the process by which management determines how an

oranisation should move from its current manpower

position to its desired manpower position. Though itsmanagement strives to have the right number and

reight kind of people at right place doing the right

things,which results in both the organisation and the

individual receiving maximum long-term benefits.



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Characteristics of HRP

Characteristics of HRP are:-

HRP like all planning is forward looking or future oriented. Itinvolves forecasts of manpower need in future.

HRP is an on-going or continous process because the demand forand the supply of human resources undergo frequent changes.

HRP is an integral part of corporate planning. Without acorporate plan, there can be no manpower plan.

The basic purpose of HRP is to make optimum utilisation of anorganisations current and future human resources.



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Objectives of HRP

The main objectives of HRP are as follows:

To ensure optimum use of existing human

resources.To forecasts future requirements for humanresources.

To provide control measures to ensure thatnecessary human resources are available asand when required.



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Objectives of HRP

To link HRP with organisational planning.

To access the surplus and storage of human

resource.To anticipate the impact technology on jobs and

human resources.

To determine levels of recruitment andtraining.

To facilitate productivity bargaining.www.bbaexperts.com

(Megha Sharma)


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Process Of HRP

The major stages involved in humanresource management are given below:-

Analysed organisational plans.

Forecasting demand for human resources.

Forecasting supply for human resources.

Estimating manpower gaps.Action planning.

Monitoring and control.



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1.Analysing organisational plans

First of all the objectives and strategic plansof the company are analyzed.

Plans concerning technology, production,marketing, finance, expansion anddiversification give an idea about the volumeof future work activity.



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2.Forecasting demand for humanresources.

On the basis of corporate and functionalplans, the future needs for human resourcesin the organisation are anticipated.

It is necessary to make projections for newpositions to be created and vacanciesarising in current manpwer.



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Techniques employed in manpowerforecasting are as follows:

Techniques employedIn manpower

forecasting

Managerial

Judgment

Work study

method

Ratio trend

analysis

Mathematical

models



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3.Forecasting supply for humanresources.

Inflows

New recruits.

Promotions.

Transfers.

Outflows

Promotions

Transfers

Retirements

Terminations

Resignations

Deaths

Organisation



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4.Estimating manpowergaps.

Net human resource requirements ormanpower gaps can be identified bycomparing demand forecasts and supply

forecasts.

Such comparison will reveal either deficit orsurplus of human resources in future.



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5.Action planning.

Once the manpower gaps are identified,plans are prepared to bridge these gaps.

Plans to meet the surplus manpower maybe redeployed in other departments.

Deficit can be met through recruitment,selection, transfer, promotion and training

plans.



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6.Monitoring and control.

Once action plans are implemented, thehuman resources structure and systemneed to be reviewed and regulated.

Monitoring and control phase involvesallocation and utilization of human resourcesover time.



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ThankYou!!!


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HRP -MeghaSharma