HUMAN RESOURCE PLANNING

Human resource management has started to play a significant role in the overall strategic development of the organization. At present HR strategies are designed in tune with the overall business strategy of the organization. HR strategy should sub serve the interest of the organization, translating firm’s goals and objectives into a consistent, integrated and complimentary set of programmes and policies for managing people.
           All other HR activities like employee hiring, training and development, remuneration, appraisal and labour relations are derived from HR Planning . HR planning is important in a wide variety of industries and firms. HR planning affects what employers do when recruiting, selecting, and retaining people, and of course these actions affect organizational results and success.
           HR planning affects what employers do when recruiting, selecting, and retaining people, and, of course these actions affect organizational results and success. Human Resources planning mean different means to different organizations. To some companies, human resources planning mean management development. It involve helping executives to make better decisions, communicate more effectively, and know more about the firm. The purpose of HR Planning is to make the manager a better equipped for facing the present and future.

HR Planning can be simply understood as the process of forecasting an organization’s future demands for and supply of the right type of people in the right number. In other words HRP is the process of determining
manpower needs and formulating plans to meet these needs.

There are four phases or HR Planning, and are

•     The first phase involves the gathering and analysis of data through manpower inventories and forecasts. 
• The second phase consists of establishing manpower objectives and policies and gaining top management approval of these.
• The third phase involves designing and implementing plans and promotions to enable the organization to achieve its manpower objectives.
• The fourth phase is concerned with control and evaluation of manpower plans to facilitate progress in order to benefit both the organization and the individual. The long run view means that gains may be sacrificed in the short run for the future grounds. The planning process enables the organization to identify what its manpower needs is and what potential manpower problems required current action. This leads to more effective and efficient performance.