Human Resource Planning (HRP)

When you talk about the Human Resource Planning (HRP)’s role in an organization, we think of addressing the following questions:

•    What is HR Planning?
•    How do the organizations implement this sort of plan?
•    How does it help?

The Human Resource Planning is defined as the process of thoroughly forecasting the needs and demands of the employees and the organization overall. The HR Planning identifies the current and future needs to attain organization’s goals. It takes action to address the business strategy and planning to ensure the accessibility and supply of people- both in terms of quality and strength. The main purpose is to serve as a link between Human Resource Management and the overall planned process for an organization.

In the Human Resource Planning process, the company tries to anticipate the future needs and evaluate the manpower required in the future time period. The planning takes place constantly from the moment the company identifies the HR objectives, analyzes the manpower resources involved and ends with reviewing HR planning.
Following are the steps taken in the HR planning process:

Assessment of the HR

This starts with the environmental analysis, under which the PEST (external) and internal forces like objectives, resources and structure are analyzed to evaluate the existing HR inventory level. This will be easier for the managers to understand the strengths and weaknesses of the company and where the opportunities and threats lie in the future.

Demand Future Forecasting

The HR forecasting requires the demand and supply of Human Resource in the organization. The forecasting is done to meet the future requirements necessary to achieve the expected level of outcome.

Supply Forecasting

This is concerned with the estimation required to forecast the supply of HR in future by analyzing the existing resource and the availability of HR in the company.

Comparing the Demand and Supply

This brings out the demand and supply in an equilibrium position to avoid any shortage and overstaffing. In case; where there are more shortages, the company has to hire more employees. In contrast, the overstaffing may suggest reducing the current employment. Hence, it provides information about the requirement and resources of HR as a whole.

Execution Plan

Under this step, the Human Resource Plan is implemented through the designation of different HR activities. The major activities include the recruitment and selection, training and development etc.

Even if the HR techniques are not practiced in the organization, decisions are still taken but without any understanding the benefits of the whole HR implications. For instance, the number of candidates required for the purpose of recruitment may not be identified well and the management succession problem will arise many serious issues further unknowingly. As George Bernard Shaw,” to be in hell is to drift, to be in heaven is to steer “ it is definitely better for the management to follow the HR planning techniques as this will help in making and executing the right  resourcing plan.

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