Human resource planning involves forecasting an organization's future human resource needs and ensuring the right number and quality of employees are available at the right time. The objectives of human resource planning include maintaining sufficient qualified staff, forecasting attrition, planning for expansion, addressing technological changes, developing existing employees, optimizing staffing, and handling contingencies. Human resource planning occurs at the corporate, intermediate, operational, and short-term levels. The process involves analyzing strategy, forecasting needs, assessing current staff, developing action plans, and inventorying skills.

1. Human Resource
Planning
Chapter 3

2. Human resource planning
 Process of ensuring the right number of qualified
people, into the job at right time to deliver the
results in an efficient and effective manner.

3. Objectives of Human resource
planning
 To maintain the required quality and quality of
human resources required for a smooth & efficient
functioning of the organization (Viken)
 Forecast the turnover/attrition rates.
 Plan to meet organizational human resource needs
at the time of expansion or diversification
 To forecast the effects of technological changes on
the requirement for human resources, and to
provide for the same.

4. Objectives of Human resource
planning
 To develop the existing human resources to match
the human resource requirements of the future.
 To optimize staffing in the organization
 To make contingent plans to handle sudden
requirements and situations of shortfall
 To utilize human resources effectively and
efficiently
 To estimate the value of human resources and
their contribution to the organization

5. Human resource planning at different
planning levels
 Corporate-level planning
 Changing market situation
 Strategic plans of the organization
 Technological changes anticipated
 Intermediate-level planning (SBU Based)
 Based on corporate level plan
 Aligned with corporate planning

6. Human resource planning at different
planning levels
 Operational planning
 For improving operational efficiency
 Includes interviews, training and development etc..
 Planning short-term activities
 Focused on day to day activities management
 Like grievance handling
 Very important if this fails all corporate plans are likely to
fail.

7. The process of Human resource
planning
 HRP involves planning for long term needs, rather
than for temporary replacement needs.
 Basic steps of HRP
 Analyzing impact of organizational strategy and
objectives
 Getting Human resource needs from respective
departments
 Forecasting quality and quantity for future
 Matching requirements (Current and future)
 Develop action plan – in terms of addition or separation in
a planned and phases manner .

8. Assessing current human resources
and making inventory
 Step 1:- assessment of currently available human
resource with job analysis
 Step 2:- Inventory taking in terms of
 Knowledge
 Skill set
 Qualifications
 Step 3:- using inventory report for
 Training and development
 Career planning
 Succession planning

9. Forecasting
 The strategic plans of the organization from the
basis for its human resource plan
 Change in
 Technology
 Planning an expansion
 Planning a new project
 What will be financial implications
 What will be surplus manpower after completion of
project etc..