Human Resource Planning Process
Human Resource Planning (Manpower Planning) is the process of determining an organization’s human resource needs of the right people at the right time and right place who are capable and will help to achieve the organization’s overall objectives efficiently and effectively.
The process/steps of human resource planning are as follows:
- Understanding the goals and plans of the Organization
- Assessment of the current Human Resources Situation
- Human Resource Forecasting (Demand and Supply)
- Implementation of the program (Action plan)
- Evaluation and Feedback (Audit and Adjustment)
Understanding the goals and plans of the Organization
➨ This is the first step of Human Resource planning.
➨ The organization’s objectives and strategies influence the Human resource planning process because HR planning must be derived from organizational objectives as it is a part of the overall strategic planning of the organization.
➨ Therefore, it is imperative to understand the goals and plans of the organization to make an appropriate HR plan.
Assessment of the current Human Resources Situation
➡ This is the second step of Human resource planning. This step begins with developing a profile of current employees in the organization.
➡ Internal analysis of employees is done which includes collecting information about the workers and the skills they possess.
➡ The main motive in this step is to generate an effective and detailed human resource inventory report which includes complete information on employees by name, education, training, prior employment, current position, performance ratings, salary level, languages spoken, capabilities, and specialized skills.
➡ This HR inventory report helps to know what stock of HR the organization has in terms of quality and quantity.
Human Resource Forecasting (Demand and Supply)
➡ This is the third step of Human Resource Planning. In this step demand for the people and appropriate type and skills for given periods in future years is determined, and the supply of the people is estimated.
➡ HR forecasting is essential to estimate staff requirements in future periods. (the external and internal supply of manpower, the external and internal demand for manpower, and, the comparison of demand and supply).
➡ Forecasted HR availability is generally less than the current workforce because of retirements, quits, disability, death, early retirements, etc.
Implementation of the program (Action plan)
➡ This is the fourth step in HR planning. In this step, the HR plan should be converted into action.
➡ Implementation of an HR plan means recruitment, selection, placement, performance appraisal, career development, promotion, transfer, layoff, retirement, training and development, motivation and compensation, etc.
Evaluation and Feedback (Audit and Adjustment)
➡ This is the fifth and final step of HR planning. Sometimes, the programs for meeting HR targets may be unable to attain the objectives because of various reasons.
➡ Therefore, we need to measure progress to control and evaluate to identify if the changes in the HR plans are made necessary because of changed conditions or because some of the original planning assumptions have gone wrong.
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References
- Viter, I. (2023, December 13). Human Resource Planning Done Right: A Step-by-Step Guide. Runn. https://www.runn.io/blog/human-resource-planning-hrp
- Bajaj, S. (2024, January 9). What is Human Resource Planning (HRP)?: Process, Benefits, and Examples. CallHippo. https://callhippo.com/blog/general/human-resource-planning
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