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Meaning of HRP/ involves :-

Forecasting (Estimating) the
Manpower requirements and
recruitment.
1.Manpower Allocation
2.Manpower Motivation
3.Manpower Development
The process of systematically
reviewing HR requirements to
ensure that the required
number of employees,
with the required skills, are
available when they are
needed
DEFINITION OF HRP
It includes the estimation of how many
qualified people are necessary to carry
out the assigned activities, and it must
be done to ensure that personnel
supply equals personnel demand at the
appropriate point in the future.
•Certain categories of employees .
•The rapid changes .
•Changes in organization .
•The demographic changes .
•Government policies .
•Labour law .
•Pressure .
•Introduction of computer ,robots .etc…
•Lead time .
1.It checks the corporate plan of the
organisation.
2.It provides scope for advancement
and development of employees
through training, development etc.
3.It helps to anticipate the cost of
salary enhancement, better benefits
etc.
4.To plan for physical facilities, working
conditions and the volume of fringe benefits
like canteen, schools, hospitals, conveyance,
child care centres, quarters, company stores
etc.
5.It gives an idea of type of tests to be used
and interview techniques in selection based
on the level of skills, qualifications,
intelligence, values etc., of future human
resource.
6.It helps to take step to improve human
resource contributions in the form of
increased productivity, sales, turnover etc
Different institutions make HRP
at different levels for their own
purposes, of which national
level, industry level, unit level,
departmental level and job level
are important.
Different Levels
•National Level
•Sectoral Level
•Industry Level
•Unit Level
•Department Level
•Job Level
 PROCESS OF HUMAN
RESOURCE PLANNING
•FORECASTING DEMAND FOR HUMAN RESOURCE.
•FORECASTING SUPPLY FOR HUMAN RESOURCE.
•ANALYSING ORGANISATIONAL PLANS.
•ESTIMATION MANPOWER GAPS.
•ACTION PLANNING.
1.Inaccuracy.
2.Employees resistance.
3.Uncertainties.
4.Inefficient information system.
5.Time and expense.
6.Lack of top management support.
Human resource planning is a vital sub-
activity of employment function. In fact
employment process begins with human
resource planning. But it never ends with
this function. It pervades through a number
of activities after the process of human
resource planning.
Those activities include searching
for prospective human resources,
attracting them to work and/or
organisation, finding out their
suitability to the job and
organisational requirements and
finally taking steps to absorb those
human resources as organs of the
company