Objectives of Human Resource Planning

The major activities are the forecasting, (future requirements), inventorying (present strength), anticipating (comparison of present and future requirements) and planning (necessary program to meet the requirements).
Human Resource

Objectives of Human Resource Planning

Objectives of Human Resource Planning

  1. To ensure optimum utilization of human resources currently available in the
  2. To assess or forecast the future skill requirement of the
  3. To provide control measures to ensure that necessary resources are available as and when
  4. A series of specified reasons are there that attaches importance to manpower planning and forecasting They are elaborated below:
    • To link manpower planning with the organizational planning
    • To determine recruitment
    • To anticipate
    • To determine optimum training
    • To provide a basis for management development
    • To cost the
    • To assist productivity
    • To assess future accommodation
    • To study the cost of overheads and value of service
    • To decide whether certain activity needs to be subcontracted,

HRP exists as a part of planning process of business. This is the activity that aims to coordinate the requirements for the availability of the different types of employers. The major activities are the forecasting, (future requirements), inventorying (present strength), anticipating (comparison of present and future requirements) and planning (necessary program to meet the requirements).

The HR forecasts are responsible for estimating the number of people and the jobs needed by an organization to achieve its objectives and realize its plans in the most efficient and effective manner.

HR needs are computed by subtracting HR supplies or number of the employees available from expected HR demands or number of people required to produce a desired level of outcome. The objective of HR is to provide right personnel for the right work and optimum utilization of the existing human resources.

The objectives of human resource planning may be summarized as below:

  • Forecasting Human Resources Requirements: HRP is essential to determine the future needs of HR in an In the absence of this plan it is very difficult to provide the right kind of people at the right time.
  • Effective Management of Change: Proper planning is required to cope with changes in the different aspects which affect the These changes need continuation of allocation/ reallocation and effective utilization of HR in organization.
  • Realizing the Organizational Goals: In order to meet the expansion and other organizational activities the organizational HR planning is
  • Promoting Employees: HRP gives the feedback in the form of employee data which can be used in decision-making in promotional opportunities to be made available for the
  • Effective Utilization of HR: The data base will provide the useful information in identifying surplus and deficiency in human The objective of HRP is to maintain and improve the organizational capacity to reach its goals by developing appropriate strategies that will result in the maximum contribution of HR.

Need for HRP in Organizations

Major reasons for the emphasis on HRP at the Macro level:

  • Employment-Unemployment Situation: Though in general the number of educated unemployment is on the rise, there is acute shortage for a variety of This emphasizes on the need for more effective recruitment and employee retention.
  • Technological Change: The changes in production technologies, marketing methods and management techniques have been extensive and Their effect has been profound on the job contents and job contexts. These changes have caused problems relating to redundancies, retention and redeployment. All these suggest the need to plan manpower needs intensively and systematically.
  • Demographic Change: The changing profile of the work force in terms of age, sex, literacy, technical inputs and social background has implications for
  • Skill Shortage: Unemployment does not mean that the labour market is a buyer’s Organizations generally become more complex and require a wide range of specialist skills that are rare and scare. A problem arises in an organization when employees with such specialized skills leave.
  • Governmental Influences: Government control and changes in legislation with regard to affirmative action for disadvantages groups, working conditions and hours of work, restrictions on women and child employment, causal and contract labour, have stimulated the organizations to be become involved in systematic HRP.
  • Legislative Control: The policies of “hire and fire” have Now the legislation makes it difficult to reduce the size of an organization quickly and cheaply. It is easy to increase but difficult to shed the fat in terms of the numbers employed because of recent changes in labour law relating to lay-offs and closures. Those responsible for managing manpower must look far ahead and thus attempt to foresee manpower problems.
  • Impact of the Pressure Group: Pressure groups such as unions, politicians and persons displaced from land by location of giant enterprises have been raising contradictory pressure on enterprise management such as internal recruitment and promotion, preference to employees’ children, displace person, sons of soil
  • Systems Approach: The spread of system thinking and advent of the macro computer as the part of the on-going revolution in information technology which emphasis planning and newer ways of handling voluminous personnel
  • Lead Time: The log lead time is necessary in the selection process and training and deployment of the employee to handle new knowledge and skills

Importance of HRP

HRP is the subsystem in the total organizational planning. Organizational planning includes managerial activities that set the company’s objective for the future and determines the appropriate means for achieving those objectives. The importance of HRP is elaborated on the basis of the key roles that it is playing in the organization.

  1. Future Personnel Needs: Human resource planning is significant because it helps to determine the future personnel needs of the If an organization is facing the problem of either surplus or deficiency in staff strength, then it is the result of the absence of effecting HR planning. All public sector enterprises find themselves overstaffed now as they never had any planning for personnel requirement and went of recruitment spree till late 1980’s. The problem of excess staff has become such a prominent problem that many private sector units are resorting to VRS ‘voluntary retirement scheme’. The excess of labor problem would have been there if the organization had good HRP system. Effective HRP system will also enable the organization to have good succession planning.
  2. Part of Strategic Planning: HRP has become an integral part of strategic planning of strategic HRP provides inputs in strategy formulation process in terms of deciding whether the organization has got the right kind of human resources to carry out the given strategy. HRP is also necessary during the implementation stage in the form of deciding to make resource allocation decisions related to organization structure, process and human resources. In some organizations HRP play as significant role as strategic planning and HR issues are perceived as inherent in business management.
  3. Creating Highly Talented Personnel: Even though India has a great pool of educated unemployed, it is the discretion of HR manager that will enable the company to recruit the right person with right skills to the Even the existing staff hope the job so frequently that organization face frequent shortage of manpower. Manpower planning in the form of skill development is required to help the organization in dealing with this problem of skilled manpower shortage
  4. International Strategies: An international expansion strategy of an organization is facilitated to a great extent by HR The HR department’s ability to fill key jobs with foreign nationals and reassignment of employees from within or across national borders is a major challenge that is being faced by international business. With the growing trend towards global operation, the need for HRP will as well will be the need to integrate HRP more closely with the organizations strategic plans. Without effective HRP and subsequent attention to employee recruitment, selection, placement, development, and career planning, the growing competition for foreign executives may lead to expensive and strategically descriptive turnover among key decision makers.
  5. Foundation for Personnel Functions: HRP provides essential information for designing and implementing personnel functions, such as recruitment, selection, training and development, personnel movement like transfers, promotions and
  6. Increasing Investments in Human Resources: Organizations are making increasing investments in human resource development compelling the increased need for Organizations are realizing that human assets can increase in value more than the physical assets. An employee who gradually develops his/ her skills and abilities become a valuable asset for the organization. Organizations can make investments in its personnel either through direct training or job assignment and the rupee value of such a trained, flexible, motivated productive workforce is difficult to determine. Top officials have started acknowledging that quality of work force is responsible for both short term and long term performance of the organization.
  1. Resistance to Change: Employees are always reluctant whenever they hear about change and even about job Organizations cannot shift one employee from one department to another without any specific planning. Even for carrying out job rotation (shifting one employee from one department to another) there is a need to plan well ahead and match the skills required and existing skills of the employees.
  2. Uniting the Viewpoint of Line and Staff Managers: HRP helps to unite the viewpoints of line and staff Though HRP is initiated and executed by the corporate staff, it requires the input and cooperation of all managers within an organization. Each department manager knows about the issues faced by his department more than anyone else. So communication between HR staff and line managers is essential for the success of HR Planning and development.
  3. Succession Planning: Human Resource Planning prepares people for future The ‘stars’ are picked up, trained, assessed and assisted continuously so that when the time comes such trained employees can quickly take the responsibilities and position of their boss or seniors as and when situation arrives.
  4. Other Benefits: (a) HRP helps in judging the effectiveness of manpower policies and programmes of (b) It develops awareness on effective utilization of human resources for the overall development of organization. (c) It facilitates selection and training of employees with adequate knowledge, experience and aptitudes so as to carry on and achieve the organizational objectives (d) HRP encourages the company to review and modify its human resource policies and practices and to examine the way of utilizing the human resources for better utilization.