Human Resource Planning Essay

Objectives of HRPTo resurrect and retain the military personnel resource of required quantity and quality. To foresee the match of technology on work, existing employees and future human resource requirements, confluence the needs of the programs of expansion, diversification and to estimate the cost of human resources. To improve the standards, skills, knowledge, ability, contain etc. To assess the surplus or shortage of human resources and think measures accordingly thereby minimising the imbalance. To maintain congenial industrial relation by maintaining optimum level and structure of human resources.Process of Human imaginativeness Planning1. Analysing Corporate Level Strategies Human Resource Planning begins with analysing embodied level strategies which include expansion, diversification, mergers, acquisitions, reduction in operations, technology to be used, rule of production etc.2. Demand forecasting Forecasting the overall human resource requirement in accordance wit h the brass sectional plans is one of the key aspects of lease forecasting. Forecasting of quality of human resources like skills, knowledge, values and capabilities needed in addition to quantity of human resources is carried out.3. Analysing Human Resource Supply every(prenominal) organisation has two sources of cut of Human Resources Internal & External. Internally, human resources rear end be obtained for certain posts through with(predicate) promotions and transfers. Once the future internal supply is estimated through human resource audit, supply of external human resources is analysed. 4. Estimating men gaps Manpower gaps are identified by comparing demand and supply forecasts. Such comparison will reveal either deficit or surplus of Human Resources in the future. Employees estimated to be deficient can be trained while employees with higher, better skills may be given much enriched jobs.5. Action Planning Once the manpower gaps are identified, plans are ready to bridge these gaps by redeployment of surplus manpower. People may be persuaded to quit voluntarily or retrenched. Deficit can be met through recruitment, selection, transfer and promotion. In view of shortage of certain skilled employees, the organisation has to take care not only of recruitment but overly retention of existing employees. 6. Modifying organisational plans If future supply of human resources from all the sources is estimated to be inadequate or less than the requirement, the organisation should consider alterations or modifications in the organisational plans.