Objectives Of Human Resource Planning
Human resource planning is the predetermination of the future course of action chosen from a number of alternative courses of action for procuring, developing, managing, motivating, compensating, career planning, succession planning and separating human element of enterprise. It determines a conscious choice of staffing decisions in an organization. HRP is the process of forecasting an organization’s future demand for, and supply of, the right type of people, in the right number. After HRP is done, recruitment and selection can be started. HRP helps in achievement of organisation by providing the right type and the right type of personnel.
2.2 Definition of HR Planning
Human resource management (HRM) is the governance of an organization 's
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Megginson, human resource planning is “an integration approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organisational objectives and satisfy the individual’s needs and goals of organisational members.”
Features of Human Resource Planning:
From the above definitions, the following features of human resource planning can be explained:
1. Well Defined Objectives:
Human resource needs are planned on the basis of company’s goals. HRP is a strategy for the acquisition, use, improvement and preservations of organisation’s human resources. It deals with policies and programs that are used in coordinating supply and demand, in order to attain the desired goals.
2. Determining Human Resource needs:
Human resource plan must incorporate the human resource needs of the enterprise. The thinking will have to be done in advance so that the persons are available at a time when they are required. For this purpose, an enterprise will have to undertake recruiting, selecting and training process also.
3. Manpower
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Protection of Weaker Sections:- In matters of employment and promotions, sufficient representation needs to be given to SC/ST candidates, physically handicapped, children of the socially and politically oppressed and backward-class citizens. These groups enjoy a given percentage of jobs, notwithstanding the constitutional provision which guarantees equal opportunities for all. A well-conceived personnel planning programme would protect the interests of such groups.
5. International Strategies: – International expansion strategies depend upon HRP. With the growing trend towards global operation, the need for HRP will grow, as well as the need to integrate HRP more closely into the organization’s strategic plans. HRP will grow increasingly important as the process of meeting staffing needs from foreign countries and the attendant cultural, language, and developmental considerations grow complex.
6. Foundation for Personnel Functions: – Systematic HRP forces top management of an organisation to participate actively in total HR management functions. When there is active involvement of top management, they will appreciate the real value of human resources in achieving organisational effectiveness.
7. Increasing investments in Human Resources: –The organisations make huge investments and so it compels proper Human resource planning for achieving effectiveness. An employee who gradually develops his/her skills and abilities becomes further more valuable
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