1. HUMAN RESOURCE
PLANNING

2. CONTENTS
 INTRODUCTION
 DEFINITIONS OF HRP
 IMPORTANCE OF HRP
 PROCESS OF HRP
 BARRIERS TO HRP
 REQUIREMENTS OF EFFECTIVE HRP

3. Factors Affecting HRP :
Organizational
growth cycle
and planning
Type and Outsourcing
strategy of
organization
HRP
Environmental
Time uncertainties
horizons
Type and Nature
quality of of jobs
forecasting being
information filled

4. The HRP Process
Environment
Organizational
Objectives and Policies
HR Needs Forecasts HR Supply Forecasts
HR Programming
HRP Implementation
Control and Evaluation
of Programming
Surplus
Restricted Hiring Shortage
Reduced Hours VRS, Recruitment
Lay off, etc. Selection, etc

5. INTRODUCTION
Planning for human resources is more
important than planning for any other
resources because the demand of latter
depends on size and structure of the
former whether it is in country or in an
Industry. Management of human resource
hardly begins from human resource
planning.

6. DEFINITIONS OF HRP
1. “A process by which an organization should
move from its current manpower position to
desired manpower position. Through planning
the management strives to have the right
number, right kind of people at right place and
at right time, doing things which results both
organization and individual receiving maximum
long run benefits.”
- E.W. Vetter

7. DEFINITION
 2. HRP is a process of forecasting a firm’s future
demand for, and supply of , the right type of people in
the right number.
 - K. Aswathappa
 3. HRP is a process by which manager ensure that they
have the right number and kind of capable people in the
right places and at the right times.
 - Robbins & Coulter

8. IMPORTANCE OF HRP
1. Need of future personnel
2. Creating highly talented personnel
3. Foundation for personnel Functions
7. Part of strategic planning.
9. Other benefits

9. FACTORS AFFECTING HRP
 1. Type and strategy of organisation.
2. Organisational growth cycles and
planning.
3. Environmental uncertainties.
4. Time horizons.
5. Type and quality of information.

10. HRP PROCESS
1. Defining Organizational Objectives and Policies
2. Forecast of Personnel Needs and Supplies
3. HR Programming
4. HRP Implementation
5. Control and evaluation of Programs

11. BARRIERS TO HRP
1. Inexpert in managing business.
2. Incompatible information.
3. Non-involvement of operating managers renders HRP
ineffective.
4. Time consuming
5. Trade unions

12. REQUIREMENTS FOR EFFECTIVE HRP
1. The planner of human resources must be aware of the
corporate objectives.
2. Personnel records must be complete , up-to-date and
readily available
3. The Time horizon of the plan must be long enough to
permit any remedial action
4. Plan should be prepared by Skill Levels rather than by
aggregates

13. conclusion
Human resource planning is a vital sub
activity of employment function . It vastly
affect the organization thus the planning
should done with great concern.

14. THANK YOU