Human Resource Planning Process – Planning| Human Resource Planning Process | HR Planning | Human Resource Management
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Human Resource planning (Manpower Planning) is the process of determining organization’s human resource needs of right people at right time and right place which are capable and will help to achieve organization’s overall objectives efficiently and effectively. The process/steps of human resource planning are as follows:
- Understanding goals and plans of the Organization
- Assessment of current Human Resources Situation
- Human Resource Forecasting (Demand and Supply)
- Implementation of the program (Action plan)
- Evaluation and Feedback (Audit and Adjustment)
Human Resource Planning Process
Understanding goals and plans of the Organization:
This is the first step of Human Resource planning. The objectives ,strategies of the organization influences the Human resource planning process because HR planning must be derived from organizational objectives as it is a part of overall strategic planning of the organization.
Therefore, it is very important to understand the goals and plans of the organization in order to make appropriate HR plan.
Assessment of 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 include complete information of 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 does the organization have 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 time periods in future years is determined, and also supply of the people is estimated.HR forecasting is essential to estimate staff requirements at future time period.(the external and internal supply of manpower, the external and internal demand for manpower and , comparison of demand and supply).Forecasted HR availability is generally less than current workforce because of retirements, quits, disabled , 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 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 in order 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.