What is Human Resource Planning

 

In an organization, there are requirements for different kinds of personnel like skilled, unskilled, technical, non-technical, administrative, clerical, and professionals at various levels of the organization.

Human Resource Planning.

Human Resource Planning is concerned with the determination of the size and composition of personnel needed by the organization over a specific future period. It includes the formulation of relevant policies, programs, and strategies for achieving such requirements in an efficient manner. This is the first step in the staffing function.

The primary objective of human resource planning is to determine the quality, the quantity of personnel needed, and determine the cost or prepare a budget for the continuous and smooth function of the organization. In an organization, there are requirements for different kinds of personnel like skilled, unskilled, technical, non-technical, administrative, clerical, and professionals at various levels of the organization. Qualification and experience of each employee must be pre-determined. The selection of the right workforce will provide maximum utility and satisfaction to the organization. It also helps from the surplus and shortage of staff.

Objectives of Human Resource Planning:

1. To eliminate problems arising from surplus or deficits of manpower
2. To help in obtaining and retaining the quality and quantity of manpower
3. To ensure the best use of manpower resources.
4. To ensure qualified people are in the team for performing various tasks.

There are different steps involved in Human Resource Planning. First of all prepares a chart of present employees with data like skill, age, experience, qualification, position, cost, etc. (for an existing organization) If it is a new organization determine the amount of work and positions to be created and qualification of the intended employees and cost as per market. This will help to forecast the future need for human resources and can plan accordingly. Subsequent plans for expansion of the organization, technology changes, and reforms must also be taken into consideration while planning for human resources.

Possible promotion, transfer, retirement, and termination of employees must also be taken into consideration while doing human resource planning. The current employment market and other opportunities/external factors are also taken into consideration while.

Steps in Human Resource Planning

1. Determination of organizational requirements.
2. Determination of skills and expertise required to achieve the organizational and departmental objectives
3. Determination of the additional human resource requirements in the near future.
4. Developing action plans to meet the future human resource needs.

By doing a job analysis, you may determine the qualification, expertise, skills, and experience required for the various categories of jobs.

Job analysis includes:

1. Identification of each job in terms of duties and responsibilities
2. Determination of the nature of work and work conditions
3. Determination of the requirements as to the abilities and skills prescribed for the person holding it.
4. Determination of remuneration/package

Job description: refer to a narration of the duties and activities to be performed in a job, the relationship of the job with other jobs, the equipment and tools involved, the nature of supervision, working conditions and hazards of the job, and other related aspects of the job. All Major categories of jobs have to be described clearly and correctly in order to determine the qualifications and skills required.

Job Specification: is a document containing the minimum level of qualifications, skills, physical, and other abilities, experience, judgment, and attributes required for performing a job well. It sets forth the qualities required for performing the job.

To find the right person for the job, job description, and job specification helps the Human Resource Department to find out the right candidates for the job. It also helps in determining the appropriate remuneration, training, and orientation of employees.