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RESEARCH ARTICLE
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Abstract:
The planning processes of most best practice organizations not only define what will be accomplished within a
given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined
business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
The human resources department is a critical component for employees in any business, regardless of its size. This
support system is responsible for everything from payroll to hiring a new employee. Human resource planning is an
extended part of this system, and is used to ultimately structure and meet organizational goals. While a traditional
human resource role serves as an administrative control function, human resource planning develops strategies for
matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically
recruits, trains and restructures the staff/personnel needed to meet business objectives and any changes within the
external environment. Three main responsibilities are important to complete in order to prepare for the planning
process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing
supply and demand considerations.
Keywords HRP, Strategies, Workforce, Manager, For casting, Scanning.
INTRODUCTION:
Human resource is the most important asset
of an organization. Human resources
planning are the important managerial
function. It ensures the right type of people,
in the right number, at the right time and
place, who are trained and motivated to do
the right kind of work at the right time, there
is generally a shortage of suitable persons.
The enterprise will estimate its manpower
requirements and then find out the sources
from which the needs will be met. If
required manpower is not available then the
work will suffer. Developing countries are
suffering from the shortage of trained
managers. Job opportunities are available in
these countries but properly trained
personnel are not available. These countries
try to import trained skill from other
countries.In order to cope human resource
requirements, an enterprise will have to plan
in advance its needs and the sources. The
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manpower
required
to
perform
organizational activities. HR planning is a
continuous process which starts with
identification of HR objectives, move
through analysis of manpower resources and
ends at appraisal of HR planning. Following
are the major steps involved in human
resource planning:
1. Assessing Human Resources
The assessment of HR begins with
environmental analysis, under which the
external (PEST) and internal (objectives,
resources and structure) are analyzed to
assess the currently available HR inventory
level. After the analysis of external and
internal forces of the organization, it will be
easier for HR manager to find out the
internal strengths as well as weakness of the
organization in one hand and opportunities
and threats on the other. Moreover, it
includes an inventory of the workers and
skills already available within the
organization and a comprehensive job
analysis.
2. Demand Forecasting
HR forecasting is the process of estimating
demand for and supply of HR in an
organization. Demand forecasting is a
process of determining future needs for HR
in terms of quantity and quality. It is done to
meet the future personnel requirements of
the organization to achieve the desired level
of output. Future human resource need can
be estimated with the help of the
organization's current human resource
situation and analysis of organizational
plans and procedures. It will be necessary to
perform a year-by-year analysis for every
significant level and type.
3. Supply Forecasting
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Employment-Unemployment
Situation: Though in general the
number of educated unemployment is
on the rise, there is acute shortage for
a variety of skills. This emphasis is the
need for more effective recruitment
and retaining people.
Technological Change:
changes in production
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The myriad
technologies,
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HR Business Model
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REFRENCES:
Emeka Iheanacho ( ) Corporate Human
Resources Management, Manid David
Shomolu Lagos.
HRP-by Ashwathapa
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