Filetype PDF | Posted on 17 Aug 2022 | 3 years ago
Authentication
digital resources
176x Filetype PDF File size 0.23 MB Source: www.ijetjournal.org
International Journal of Engineering and Techniques - Volume 2 Issue 1, Jan - Feb 2016
RESEARCH ARTICLE OPEN ACCESS
A Review on Human Resource Planning
Deepika Phutela (B.Ed, M.B.A, UGC-NET)
Assistant Proffesor-MBA,Tantia University,Sri Ganganagar
Abstract:
The planning processes of most best practice organizations not only define what will be accomplished within a
given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined
business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
The human resources department is a critical component for employees in any business, regardless of its size. This
support system is responsible for everything from payroll to hiring a new employee. Human resource planning is an
extended part of this system, and is used to ultimately structure and meet organizational goals. While a traditional
human resource role serves as an administrative control function, human resource planning develops strategies for
matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically
recruits, trains and restructures the staff/personnel needed to meet business objectives and any changes within the
external environment. Three main responsibilities are important to complete in order to prepare for the planning
process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing
supply and demand considerations.
Keywords — HRP, Strategies, Workforce, Manager, For casting, Scanning.
INTRODUCTION:
Human resource is the most important asset terms human resource planning and
of an organization. Human resources manpower planning are generally used
planning are the important managerial interchangeably. Human resource planning
function. It ensures the right type of people, is not a substitute for manpower planning.
in the right number, at the right time and Rather the latter is a part of the former i.e.,
place, who are trained and motivated to do manpower planning is integrated with
the right kind of work at the right time, there human resource planning.
is generally a shortage of suitable persons.
The enterprise will estimate its manpower Definition Human Resource Planning:
requirements and then find out the sources
from which the needs will be met. If Important definitions of human resource
required manpower is not available then the planning are discussed here to understand
work will suffer. Developing countries are the concept in right perspective: According
suffering from the shortage of trained to E.W. Vetter, human resource planning is
managers. Job opportunities are available in “the process by which a management
these countries but properly trained determines how an organization should
personnel are not available. These countries make from its current manpower position to
try to import trained skill from other its desired manpower position.
countries.In order to cope human resource
requirements, an enterprise will have to plan Through planning a management strives to
in advance its needs and the sources. The have the right number and the right kind of
ISSN: 2395-1303 http://www.ijetjournal.org Page 81
International Journal of Engineering and Techniques - Volume 2 Issue 1, Jan - Feb 2016
people at the right places, at the right time to · Keep up with social, economic,
do things which result in both the legislative and technological trends
organization and the individual receiving the that impact on human resources in
maximum long range benefit.” your area and in the sector
Dale S. Beach has defined it as “a process · Remain flexible so that your
of determining and assuring that the organization can manage change if
organization will have an adequate number the future is different than
of qualified persons available at the proper anticipated
times, performing jobs which meet the needs
of the enterprise and which provide Strategic HR planning predicts the future
satisfaction for the individuals involved.” HR management needs of the organization
after analyzing the organization's current
In the words of Leon C. Megginson, human human resources, the external labor market
resource planning is “an integration and the future HR environment that the
approach to performing the planning aspects organization will be operating in. The
of the personnel function in order to have a analysis of HR management issues external
sufficient supply of adequately developed to the organization and developing scenarios
and motivated people to perform the duties about the future are what distinguishes
and tasks required to meet organizational strategic planning from operational
objectives and satisfy the individual’s needs planning.
and goals of organisational members.”
Features of Human Resource Planning:
On the analysis of above definitions, human
resource planning may be viewed as From the study of various definitions, the
foreseeing the human resource requirements following features of human resource
of an organization and the future supply of planning can be derived:
human resources and making necessary
adjustments between these two and 1. Well Defined Objectives: Enterprise’s
organization plans, and foreseeing the objectives and goals in its strategic planning
possibility of developing the supply of and operating planning may form the
human resources in order to match it with objectives of human resource planning.
requirements by introducing necessary Human resource needs are planned on the
changes in the functions of human resource basis of company’s goals. Besides, human
management. resource planning has its own objectives like
developing human resources, updating
Strategic HRP: technical expertise, career planning of
individual executives and people, ensuring
The overall purpose of strategic HR better commitment of people and so on.
planning is to:
· Ensure adequate human resources to
meet the strategic goals and
operational plans of your
organization - the right people with
the right skills at the right time
ISSN: 2395-1303 http://www.ijetjournal.org Page 82
International Journal of Engineering and Techniques - Volume 2 Issue 1, Jan - Feb 2016
2. Determining Human Resource Reeds: manpower required to perform
Human resource plan must incorporate the organizational activities. HR planning is a
human resource needs of the enterprise. The continuous process which starts with
thinking will have to be done in advance so identification of HR objectives, move
through analysis of manpower resources and
that the persons are available at a time when ends at appraisal of HR planning. Following
they are required. For this purpose, an are the major steps involved in human
enterprise will have to undertake recruiting, resource planning:
selecting and training process also.
1. Assessing Human Resources
3. Keeping Manpower Inventory: It The assessment of HR begins with
includes the inventory of present manpower environmental analysis, under which the
in the organization. The executive should external (PEST) and internal (objectives,
know the persons who will be available to resources and structure) are analyzed to
him for undertaking higher responsibilities assess the currently available HR inventory
level. After the analysis of external and
in the near future. internal forces of the organization, it will be
4. Adjusting Demand and Supply: easier for HR manager to find out the
internal strengths as well as weakness of the
organization in one hand and opportunities
Manpower needs have to be planned well in and threats on the other. Moreover, it
advance as suitable persons are available in includes an inventory of the workers and
future. If sufficient persons will not be skills already available within the
available in future then efforts should be organization and a comprehensive job
.made to start recruitment process well in analysis.
advance. The demand and supply of
personnel should be planned in advance.
5. Creating Proper Work Environment: 2. Demand Forecasting
Besides estimating and employing HR forecasting is the process of estimating
personnel, human resource planning also demand for and supply of HR in an
ensures that working conditions are created. organization. Demand forecasting is a
Employees should like to work in the process of determining future needs for HR
organization and they should get proper job in terms of quantity and quality. It is done to
meet the future personnel requirements of
satisfaction. the organization to achieve the desired level
of output. Future human resource need can
Human Resource Planning Process or be estimated with the help of the
Steps of HR Planning organization's current human resource
situation and analysis of organizational
Human resource planning is a process plans and procedures. It will be necessary to
through which the company anticipates perform a year-by-year analysis for every
future business and environmental forces. significant level and type.
Human resources planning assess the
manpower requirement for future period of 3. Supply Forecasting
time. It attempts to provide sufficient
ISSN: 2395-1303 http://www.ijetjournal.org Page 83
International Journal of Engineering and Techniques - Volume 2 Issue 1, Jan - Feb 2016
Supply is another side of human resource The objectives of human resource
assessment. It is concerned with the planning:
estimation of supply of manpower given the ü Forecasting Human Resources
analysis of current resource and future Requirements: HRP is essential to
availability of human resource in the determine the future needs of HR in an
organization. It estimates the future sources organization. In the absence of this plan it is
of HR that are likely to be available from very difficult to provide the right kind of
within an outside the organization. Internal people at the right time.
source includes promotion, transfer, job
enlargement and enrichment, whereas I. Effective Management of Change:
external source includes recruitment of fresh Proper planning is required to cope with
candidates who are capable of performing changes in the different aspects which affect
well in the organization. the organization. These change needs
continuation of allocation/ reallocation and
4. Matching Demand and Supply effective utilization of HR in organization.
It is another step of human resource
planning. It is concerned with bringing the II. Realizing the Organizational Goals: In
forecast of future demand and supply of order to meet the expansion and other
HR.The matching process refers to bring organizational activities the organizational
demand and supply in an equilibrium HR planning is essential.
position so that shortages and over staffing
position will be solved. In case of shortages III. Promoting Employees: HRP gives the
an organization has to hire more required feedback in the form of employee data
number of employees. Conversely, in the which can be used in decision-making in
case of over staffing it has to reduce the promotional opportunities to be made
level of existing employment. Hence, it is available for the organization.
concluded that this matching process gives
knowledge about requirements and sources IV. Effective Utilization of HR: The data
of HR. base will provide the useful information in
identifying surplus and deficiency in human
5. Action Plan resources.
It is the last phase of human resource
planning which is concerned with surplus NEEDS OF HRP
and shortages of human resource. Under it, Employment-Unemployment
the HR plan is executed through the Situation: Though in general the
designation of different HR activities. The
major activities which are required to number of educated unemployment is
execute the HR plan are recruitment, on the rise, there is acute shortage for
selection, placement, training and a variety of skills. This emphasis is the
development, socialization etc. Finally, this
step is followed by control and evaluation of need for more effective recruitment
performance of HR to check whether the HR and retaining people.
planning matches the HR objectives and
policies. This action plan should be updated Technological Change: The myriad
according to change in time and conditions. changes in production technologies,
ISSN: 2395-1303 http://www.ijetjournal.org Page 84
no reviews yet
Please Login to review.
