3. Meaning
Human resource planning is a process of balancing the people’s supply ,
including the present and prospective employees with the potential job
openings in the organization in a given period of time.
Human resource planning is also known as man power planning
,personnel planning or workforce planning.
Definition
According to James walker
“ human resource planning is the process of analyzing an
organization’s human resource needs under changing conditions
and developing activities necessary to satisfy those needs.”
4. Objectives
Assessing manpower requirements
a well planned H R planning provides a right kind of people at the right time.
Achieving organizational objectives
H R planning focuses on the needs relating to the growth, expansion,
diversification or any other strategy for the growth of the organization .
Optimum utilization of human resources.
Analyzing manpower gap
H R planning tries to identify the gap within the existing resources and
future requirements by imparting training and sharpening skills.
5. Evolution of current workforce
H R planning mainly evaluates the existing workforce to know about its
strengths and weaknesses.
6. importance
Meet organization needs
providing right people in right numbers at right time
Maintaining a balance between demand and supply of human
resources
optimum utilization of human resources with a required numbers only
Avoidance of manpower shortfalls and surpluses to a large extent.
7. Gains to employees
Providing promotions, increase in emoluments and other benefits.
Helps in budget formulation
H R planning allows checking and assessing the cost of various processes
and actions regarding human resources in the organization.
Providing training and development of employees
H R planning helps to identify the employees who need to be trained.
8. Conclusion
H R planning is an effective tool in the management to control
and effectively utilize the manpower towards organizational
objectives
All though it has a drawbacks like it is a waste of time to spend
on H R planning, lack of H R data in the organizations ,
conflicts between quantitative and qualitative approaches etc.
Except all these H R planning helps the growth of the
organizations as well as personnel.
Reference : human resource management by S S khanka
