• Human resources planning is a process that identifies current and future human

resources needs for an organization to achieve its goals. Human resources

planning should serve as a link between human resources management and the
overall strategic plan of an organization

HRP is the process of forecasting a firm’s future demand for, and supply of the
right type of people in the right number.

• HRP is a sub-system in the total organizational planning

• HRP is variously called manpower planning, personnel planning or employment

planning

3. Objectives of HRP

• Recruit, retain & minimize the turnover of human resources

• Foresee the impact of technology & improve standards

• Anticipate the impact of technology on jobs and HR

• Determine the level of recruitment and training

• Estimate the cost of HR and housing needs of employees

• Meet the needs of expansion and diversification programmes

4. Benefits of HRP

• Checks the corporate plan of the organization

• Facilitates in selecting the right person at the right time for the right job.

• Provides scope for advancement and development of employees through

training , development, etc

. • Helps to anticipate cost of salary and wages

• Provides inputs for recruitment and selection process

• Helps in expansion and diversification of the company

 5. Importance of HRP

• Future Manpower Needs: It means, human resource planning is regarded as a

tool to assure the future availability of manpower to carry on the organizational
activities.

• Coping with Change: It helps assess the current human resources and adapts it
to changing technological, political, socio-cultural, and economic forces.

• Development of Human Resources: Training and Development campaigns to

impart the required skill and ability in employees.

• Proper Utilization of Human Resources: Assessing and recruiting skilled human

resource.

• Uncertainty Reduction: Managing unexpected changes or sudden changes.

1. 6. Process of HRP
1. Analysing Organizational Objectives:

The objective to be achieved in future in various fields such as production, marketing, finance, expansion and sales gives the idea

about the work to be done in the organization.

2. Inventory of Present Human Resources:

From the updated human resource information storage system, the current number of employees, their capacity, performance and

potential can be analysed. To fill the various job requirements, the internal sources (i.e., employees from within the organization)

and external sources (i.e., candidates from various placement agencies) can be estimated

. Forecasting Demand and Supply of Human Resource:

The human resources required at different positions according to their job profile are to be estimated. The available internal and

external sources to fulfill those requirements are also measured. There should be proper matching of job description and job

specification of one particular work, and the profile of the person should be suitable to it.

4. Estimating Manpower Gaps:

Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource.

Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training

and development programme can be done to upgrade the skills of employees.

5. Formulating the Human Resource Action Plan:

The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized

either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes

and redeployment in case of surplus.

6. Monitoring, Control and Feedback:

It mainly involves implementation of the human resource action plan. Human resources are allocated according to the

requirements, and inventories are updated over a period. The plan is monitored strictly to identify the deficiencies and remove it.

Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the

availability of the required number of employees for various jobs.

 Staffing is the process of filling positions/postsin the organization with
adequate and qualifiedpersonnel .Staffing is the process of acquiring,
deploying,and retaining a workforce of sufficient quantityand quality to create
positive impacts on theorganizations effectiveness

2.  According to Koontz, O’Donnell and HeinzWeihrich,“The management

function of staffing is defined as fillingposition in the organization structure
through identifyingworkforce requirements, inventorying the people
available,recruitment, selection, placement, promotion,
appraisal,compensation, and training of needed people.”Definitions
According to McFarland,“Staffing is the function by which managers build
anorganization through the recruitment, selection, anddevelopment of
individuals as capable employees.”

3.  Vast scope. Dynamic function. All pervasive function of management.

4.  To understand issues related to job analysisand to overcome the problem.

To understand manpower planning so thatpeople are available at right time
and at aright place. To understand all function of in anorganization.

5.  Effective Recruitment Effective Co-ordination. Training and

Development. & Building effective human resource.Placement.

6.  Job Satisfaction. Enhances Corporate Image. Optimum Use of

Resource.

7.  Performance appraisal Training and Development Recruitment and

selection Job analysis Manpower planning

8.  Human relations Employee maintenance Motivation Hiring

9.  Companies start to change their staffing policy andprefer less talented
people. India has ample supply of unskilled workers thenhighly qualified
people.

10.  Legal provision affects the staffing policy of anorganization. Provision

are there relating to reservations for physicallyhandicapped people. Child
labour is prohibited.

11.  Women are not offered jobs involving continuoustravelling.3. Socio-

cultural factors Employment of women for job involving physicalexertion is
usually avoided

12.  External Influences affect the staffing policy of businessunit. Concept of

Employment to “Sons of the soil” is gettingpopular in all countries.
Employers have to face pressures from political parties orpoliticians as new
recruitment.

13.  Organizational Business Plan Size of the Organization Past Practices

Organizational Image
  Is the process of hiring eligible candidates in the organization or
company for specific positions.

 Staffing may be defined as a management function that determines

human resources needs, recruits, selects, trains, and develops human
resources for jobs created by an organization.

3. DEFINITION OF STAFFING According to Koontz and O’ Donnel “

The managerial functions of staffing involves planning the organizational structure through
proper and effective selection, appraisal and development of personnel to fill the roles designed
in to the structure”
The Goal of Staffing… Is to match people with jobs so that the realization of the organizations
objectives will be facilitated.

STAFFING

It is a process of matching jobs with individuals to ensure right man for the right job.

It is concerned with acquiring, developing, utilizing, and maintaining human resources. 

It is concerned with the Human resources of the enterprise.

Discovering and obtaining competent employees for various job.

Improves job satisfaction of employees

Reduces cost of personnel by avoiding wastage of human resource.

Improve the quantity and quality of output by putting right man for right job.

https://www.slideshare.net/abhinandnandakumar/staffing-63666572

https://risepeople.com/blog/10-inspiring-quotes-for-hr-professionals/