CONTENTS

• What is HR Planning?
• Why Human Resource Planning is important?
• Features.
• Objectives.
• Benefits.
• Types.
• Approaches to human resource planning
• Forecasting human resource availability
• Human Resource Planning process.
• Guiding principles of effective Human Resource Planning
• Factors affecting Human Resource Planning
• Challenges for HR planning.
 What is HR planning?
According to Crane (1974) in Rudman (2002) HR
planning is concerned with much more than efficient
recruitment of new or replacement employees – so
that organisations have “the right number and kind
of people in the right place, at the right time, doing
things for which they are economically most useful”.
Human resource planning is the systematic and
continuing process of analysing an organisation’s human
resource needs under changing conditions and
integrating this analysis with the development of
personnel policies appropriate to meet these needs.
 There is only one
constant in the universe.

• What is that?

That
is…………

“Change”
 Why Human Resource
Planning is important ?
•Linking business strategy with
operational strategy:
(Example: Nepal Telecom staff used to operate
Wireless Set before, but at present complex IT
equipments must to handle.)
•Minimizing the risk of loosing:
(Example: Government run banks are compelled to
upgrade own staff by providing latest skills and
knowledge to them to compete with other fast growing
banking organizations.)
 FEATURES

 Futuristic
 Continuous process
 Part of corporate planning
 Flexibility
 Long term and
short term plans
 OBJECTIVES

❑ Optimum utilization of Human

Resource.
❑ Meeting personnel requirement
❑ Placement of personnel.
❑ Prevent disruption of work.
❑ Control cost.
❑ Training & management
development.
❑ Personnel motivation.
 The Benefits of HR Planning
• A systematic and integrated approach to HR policies
and programmes
• An improved framework for communicating clearly
defined goals and strategies
• Improved employee relations and higher productivity
• Higher quality products or services
• Greater security and stability of employment
• Lower turnover
• Improved succession planning
• Improved competitiveness and ‘survivability’
Types of HR Planning

SHORT TERM

LONG TERM
 Short term HR Planning
• For a period of not more than 2
years.
• Problems faced in this planning.
• Approaches to matching a weak
individual and a job.
• For optimum utilization of the
strong incumbent.
 Long term HR Planning
• Projecting manpower requirements.
• Taking stock of existing manpower.
• Recruitment & selection.
• HR development.
 HR planning process

Organization's strategies and plans

Human resources requirements Human resources availability

Assessment of human resources needs

•Gap analysis

Action planning

Implementation
Approaches to human resource
planning
Two approaches used in forecasting the
demand for human resources are —

❑Quantitative
❑Qualitative.
 Forecasting human resource
availability
• Forecasting the supply of internal human
resources
• Forecasting the supply of external human
resources

2/15/2024
 Guiding principles of effective
Human Resource Planning
1. Objective
2. Co-ordination
3. Appropriate time horizon
4. Balanced focus
5. Human resource information system
6. Participation
7. Top Management support
 Factors affecting Human Resource
Planning

1. Organizational growth cycles and planning

2. Time horizons
3. Nature of jobs being Filled
4. Off-Loading the work
 Challenges for HR planning
• Continuing competitive pressures to develop new
or different markets, products and services
• Greater demand for better services at lower costs
• Introduction of new technologies
• Restructuring and relocations
• Changes in work systems and methods
• Changing attitudes among various groups in the
workforce
Thank You