Human Resources Planning

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What is Manpower / Human Resources Planning (HRP)? Manpower planning or HR planning are synonymous. HR planning is more broad-based. Hereinafter, we will call it Human Resource Planning or HRP in short. Human resource planning is the process of anticipating and carrying out the movement of people into, within, and out of the organization. Human resources planning is done to achieve the optimum use of human resources and to have the correct number and types of employees needed to meet organizational goals. We also can say that, Human resource planning is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees with the required skills are available when and where they are needed. Human resource planning includes four factors: Quantity : How many employees do we need? Quality : Which skills, knowledge and abilities do we need? Space : Where do we need the employees? Time : When do we need the employees? How long do we need them? Definition of Human Resources Planning (HRP) HRP can be defined as the task of assessing and anticipating the skill, knowledge and labor time requirements of the organization, and initiating action to fulfill or ‘source” those requirements. Thus, if the organization as a whole or one of its subsystem is not performing to the benchmark, in other words, it is declining, it may need to plan a reduction or redeploys its existing labor force. On the other hand, if it is growing or diversifying, it might need to find and tap into a source of suitably skilled labor. Let’s look into some definitions of HRP as given by different experts. Coleman has defined... ... middle of paper ... ... • To achieve more effective and efficient use of employees / human resources. • To better recruit employees who possess the necessary skills and competences. • To achieve a higher rate of satisfied and better developed employee. • To facilitate training and development programmes. • To facilitate the roll-out of strategic plans / missions. • To achieve more effective equal opportunity planning. • To relieve the organisation of unnecessary / unneeded labour. • Ensure organization is responsive to changes in environment. Based on above discussion we may conclude that objective of HR planning is to guarantee availability of the HR needs of the organisation at specified times in the future. Or, Right people in right place at right time. It is a systematic HR process to help the organisation meet its business objectives.

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