PLANNING And

Choosing a
Development
Approaches
LANZA YEARYLLEA M.
PRESENTER
Human Resource
Planning &
Development

UNIT - 1
 Concept of HRP
• Human Reaource Planning (HR Planning) is
both a process and a set of plans
• An effective HR plan also provides
mechanisms to eliminate any gaps that may
exist between supply and demand.
• Dynamic by nature, the HR Planning process
often requires periodic readjustments labor
market conditions change.
 Definition
• Acc to Geisler, “HRP is the process including
forecasting, developing,
implementing&controlling - by which a firm
ensure that it has right number of people &
right kindof people at the right place, at the
right time doing things for which they are
economically most suitable.
 What is HRP?
• HRP is a sub-system of total organizational
planning.
• HRP facilitates the realization of the
company’s objectives for the future by
providing the right type and number of
personnel
• HRP is also called Manpower planning,
Personnel planning or Employment Planning
• HRP ensures that the organizational has:

-Right Number
-Right Kind
-Right Place
-Right Time
 Needs of HRP Benefits of HRP
• Employment-Unemployment • Defining future
• Technological change pesonnel needs
• Organizational change • Coping with change
• Demographic change • Providing base for
• Skill shortage developing talents
• Goverment influence • Forcing top
• Legislative control management to
involve in HRM
• Impact of the pressure group
• Systems approach
• Lead time
 HR Programing
• After personnel demand and supply
forecast, the two must be balanced or
reconciled. this will help to fill the
vacancies at the right time with right kind
of employees
 IMPORTANCE OF HRP
1. FUTURE PERSONNEL NEEDS

• Surplus or defiency in staff strength

• Reults in the anomaly of surplus labor with the lack of top
executives
2. COPING WITH CHANGE
•Enables an enterprise to cope with changes in
competitive forces, market technology, products & goverment
regulation
3. CREATING HIGHLY TALENTED PERSONNEL
•HR manager must use his/her ingenuity to attract
& retain qualified & skilled personnel
•Succession planning
 Time Dimension of HRP
• Short - term Human Resource Planning
a. Matching at organizational level
b. Matching at individual level
• Long - term Human Resource Planning
 Requisites for successful HRP
• Recognize of corporate planning
• Backing of top management for HRP
• HRP responsibilities should be centralized
• Personnel record must be complete, up-date and
readily available
• The time horizon of plan should be long for remedial
action
• The techniques of planning should be best suit
• Plans should be prepared by skill level
• Data collection, analysis, techniques