Anything HR Solutions

 In simple words, HRP is understood as the

process of forecasting an organization's
future demand for, and supply of, the right
type of people in the right number.
 After this only the HRM department can
initiate the recruitment and selection
process
 Its called by manpower planning, personal
planning or employment planning
• It includes the estimation of how many qualified
people are necessary to carry out the assigned
activities, how many people will be available, and
what, if anything, must be done to ensure that
personal supply equals personnel demand at the
appropriate point in the future.
• Basically it’s the process by which an organization
ensures that it has the right number & kind of
people, at the right place, at the right time,
capable of effectively & efficiently completeing
those tasks that will help the organisation achieve
its overall objectives.
1. FUTURE PERSONNEL NEEDS
• Surplus or deficiency in staff strength
• Results in the anomaly of surplus labour with the lack of top
executives
2. COPING WITH CHANGE
• Enables an enterprise to cope with changes in competitive
forces, markets, technology, products & government
regulations
3. CREATING HIGHLY TALENTED PERSONNEL
• HR manager must use his/her ingenuity to attract & retain
qualified & skilled personnel
• Succession planning
4. PROTECTION OF WEAKER SECTIONS
• SC/ST candidates, physically handicapped, children of the
socially disabled & physically oppressed and backward class
citizens.
5. INTERNATIONAL STRATEGIES
• Fill key jobs with foreign nationals and re-
assignment of employees from within or across
national borders
6. FOUNDATION FOR PERSONNEL FUNCTIONS
• Provides information for designing & implementing
recruiting, selection, personnel
movement(transfers, promotions, layoffs) &
training & development
7. INCREASING INVESTMENTS IN HUMAN
RESOURCES
• Human assets increase in value
8. RESISTANCE TO CHANGE AND MOVE
• Proper planning is required to do this
9. OTHER BENEFITS
• Upper management has a better view of the
HR dimensions of business decision
• More time is provided to locate talent
• Better opportunities exist to include women &
minority groups in future growth plans
• Better planning of assignments to develop
managers can be done
1. Analyzing: What are the key human
resources information needed?
2. Forecasting: Demand versus supply analysis.
3. Planning: Identification of strategy
4. Implementing: implementing the new
strategy
5. Evaluating: Feedback on effective of
outcomes.
 ENVIRONMENT

ORGANISATIONAL
OBJECTIVES AND POLICIES

HR NEEDS FORECAST HR SUPPLY FORECAST

HR PROGRAMMING

HRP IMPLEMENTATATION

CONTROL AND
EVALUATION OF PROGRAMME

SURPLUS SHORTAGE
RESTRICTED HIRING RECRUITMENT
REDUCED HOURS AND SELECTION
VRS, LAY OFF, etc

THE HRP PROCESS

 Human resource planning is done at various
levels for their own purposes by various
institutions. There are various levels of
human resource planning in an industrial
enterprise:
 National Level
 Sectoral Level
 Industry Level
 Unit Level
 Departmental Level
 Job Level
1. National Level: Generally, central government plans for human resources
for the entire nation. It anticipates the demand for and supply of human
requirements at the national level.

2. Sectoral Level: Central and state governments also plan human resource
requirements at sectoral level. It tries to satisfy needs of some
particular sectors like Agriculture Sector, Industrial Sector and Service
Sector.

3. Industry Level: This level of planning is done to suit manpower needs of

a particular industry such as Engineering, Heavy Industries, Paper
Industry, Consumer Goods Industries. Public Utility Industries, Textile,
Cement/Chemical Industries etc.

4. Departmental Level: This level of planning is done to suit the manpower

needs of a particular department in a company e.g. Marketing
Department, Production Department. Finance Department, etc.

5. Job Level: This level of planning fulfills the human resource needs of a
particular job family within department. For example, the requirement
of number of sales executes in the marketing department.
 Employment-Unemployment Situation
 Technological Changes
 Organizational Changes
 Demographic Changes
 Skill Shortages
 Governmental Influences
 Legislative Controls
 Impact of Pressure Groups
 Systems Concept
 Lead Time