What would you like to do?
What is the benefit of human resource planning?
human resource planning helps in efficient utilisation of human resource
7 people found this useful
Was this answer useful?
Thanks for the feedback!
Human Resource planning can be defined as a process by which an organization ensures that it has the right number and kinds of people, at the right place, at the right time, c…apable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives or in other words HRP can be defined as planning for the future personnel needs of an organization, taking into account both internal activities and factors in the external environment. Need and Importance of HRP Human resource Planning translates the organization objectives and plans into the number of workers needed to meet these objectives. The need and importance of HRP is as follows: HRP helps in determining the future manpower requirements and avoids problems like over staffing or under-staffing in the organization. HRP helps in tackling with the factors like competition, technology, government policies etc. that generates changes in the job content, skill requirements and number and types of personnel required. Now a days there is a demand of exceptional intellectual skills while the existing staff becomes redundant, the HR manager has to attract and retain qualified and skilled personnel and also required to deal with issues like career development, succession planning for which he takes the help of HRP. A proper and realistic human resource plan is needed to ensure equal employment and promotional appointments to the candidates fro weaker sections, physically handicapped and socially and politically oppressed citizens. HRP provides valuable and timely information for various designing and execution of personnel functions like recruitment, selection, transfers, promotions, layoffs, training and development and performance appraisal. It helps the organization to anticipate imbalance in human resources, which in turn will facilitate reduction in personal costs. HRP facilitates planning for future needs which will help in better planning of assignments to develop managers and to ensure the organization has a steady supply of experienced and skilled employees. Factors affecting Human Resource Planning HRP is a dynamic and on going process. The process of updating is not very simple, since HRP is influenced by many factors, which are as follows: The type of organization determines the production process and number and type of staff needed. The human resource needs of an organization depend on the strategic plan adopted by it. For e.g. the growth of a business calls for hiring of additional labor, while mergers will need a plan for layoffs. Organization operates under different political, social environment and has to carefully formulate the HR policies and so the HR manager has to evolve suitable mechanism to deal with uncertainties through career developments, succession planning, retirement schemes etc. HRP also depends on the time periods and accordingly the short and long-term plans are adopted. And this time span is based on the degree of environmental uncertainties. The type and quality of information used in making forecasting is an important factor influencing HRP. Accurate and timely human resource information system helps in getting better quality personnel. HRP is required to ensure that suitable candidates should be appointed at the right kind of job. So these are some of the factors that affect the human resource planning. Limitations of Human Resource Planning It is very difficult to ascertain future manpower requirements of an organization, as future is always uncertain. It is more relevant to the countries that face the problem of scarcity of human resources. It is a time consuming and costlier process. It is beneficial in the organizations that adopt a professional approach and at the same time are conscious about the changing environment. HRP is beneficial where adequate skilled manpower is available. HRP is also made difficult in the organizations that have a very high labor turnover.
Human Resource Planning is the development of strategies for matching the size and skills of the workforce to organizational needs. Human resource planning assists organizatio…ns to recruit, retain, and optimize the deployment of the personnel needed to meet business objectives and to respond to changes in the external environment. The process involves carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may include the development of training and retraining strategies. Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time.
Various barriers can inhibit successful planning. In order for plans to be effective and to yield the desired results, managers must identify any potential barriers and work t…o overcome them. The common barriers that inhibit successful planning are as follows: · Inability to plan or inadequate planning. Managers are not born with the ability to plan. Some managers are not successful planners because they lack the background, education, and/or ability. Others may have never been taught how to plan. When these two types of managers take the time to plan, they may not know how to conduct planning as a process. · Lack of commitment to the planning process. The development of of a plan is hard work; it is much easier for a manager to claim that he or she doesn't have the time to work through the required planning process than to actually devote the time to developing a plan. (The latter, of course, would save them more time in the long run!) Another possible reason for lack of commitment can be fear of failure. As a result, managers may choose to do little or nothing to help in the planning process. · Inferior information. Facts that are out-of-date, of poor quality, or of insufficient quantity can be major barriers to planning. No matter how well managers plan, if they are basing their planning on inferior information, their plans will probably fail. · Focusing on the present at the expense of the future. Failure to consider the long-term effects of a plan because of emphasis on short-term problems may lead to trouble in preparing for the future. Managers should try to keep the big picture - their long-term goals - in mind when developing their plans. · Too much reliance on the organization's planning department. Many companies have a planning department or a planning and development team. These departments conduct studies, do research, build models, and project probable results, but they do not implement plans. Planning department results are aids in planning and should be used only as such. Formulating the plan is still the manager's responsibility. · Concentrating on controllable variables. Managers can find themselves concentrating on the things and events that they can control, such as new product development, but then fail to consider outside factors, such as a poor economy. One reason may be that managers demonstrate a decided preference for the known and an aversion to the unknown.
One disadvantage of HR planning is unexpected influences of external outcomes, e.g., recent global economic downturn. Other disadvantages are that it's time-consuming, cos…tly, complex, and techniques and strategies can be complicated.
Uh, to meet the needs of the organization for qualified personnel in all areas that the company will require at various times in the future at the least costs. So that would i…nclude: planning skills you will need, training people you have in required skills, setting compensation that gets you the people at the min cost. Maximizing retention on the theory that experienced people are better than non-exp, all else being equal, Anticipating future needs. Finding ways to keep positions filled without violating EEO rules and by being a good citizen so people will want to work there. For starters
-setting the strategic direction -designing the human resource management system -planning the total workforce -generating the required human resource -investing… in human resource developing and performance
1. Assessment of available HR in the organization: The assessment of available HR in the organization is an important step to human resource planning. This assessment of… manpower requirement depends on the manpower assumptions and the organizational corporate strategy. RBB has adopted following budgeting methods for assessment of HR. · Zero budgeting- the total operation begins from zero where the objective of the managers is to lay importances to their current activities. · Ideal approach - decisions like off-loading, sub-contracting, maintenance, production, technology is kept in mind while assessing human resources in the organization. · Realistic approach - based on existing information about manpower in the organization. 2. Forecasting HR demand:The aim of forecasting is to determine the number and type of employees needed in the future. Forecasting should consider the past and the present requirements as well as future organizational directions. Bottom-up forecasting is one of the methods used to estimate future human resource needs by gathering human resource needs of various organizational units. 3. Forecasting HR supply: Organizations can hire personnel from internal and external sources. The skill inventories method is one of the techniques used to keep track of internal supply. Skill inventories are manual or computerized systems that keep records of employee experience, education and special skills. A forecast of the supply of employees projected to join the organization from outside sources, given current recruitment activities, is also necessary. 4. Matching demand and supply and taking corrective actions: The HRD manager then compares the manpower requirements and manpower supply. Then take the action according the demand and supply results. 1. In case of no difference If there is no difference between the manpower requirements and the manpower supply, then the HRD manager does not take any action. This is because manpower requirements are equal to the manpower supply. 2. In case of difference If there is a difference between the manpower requirements and the manpower supply the HRD manager takes the following actions. · Manpower Surplus If the manpower requirements are less than the manpower supply then there is a surplus. During manpower surplus, the HRD manager takes the following actions: I. Termination i.e. removal of staff. II. Lay-off. III. Voluntary retirement. · Manpower Shortage If the manpower requirements are greater than the manpower supply then there is manpower shortage. During manpower shortage, the HRD manager takes the following actions: I. Promotions II. Overtime III. Training to improve quality. IV. Hire staff from outside, etc.
There are two types of manpower planning, on the basis of time span, i.e., short term manpower planning and long term manpower planning. short term manpower planning as the …name suggests is made for a short time, i.e., for a period of not more than two year. long term manpower planning is concerned with all jobs and persons at once- with matching total available personnel in the organization to total job requirement. it is concerned with fulfilling future vacancies, rather than mathing the present incumbents to present job requirement.
Answer Human Resource Planning is the development of strategies for matching the size and skills of the workforce to organizational needs. Human resource planning assis…ts organizations to recruit, retain, and optimize the deployment of the personnel needed to meet business objectives and to respond to changes in the external environment. The process involves carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may include the development of training and retraining strategies. Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time.
HR planning aims at fulfilling corporate strategies and goals through effective utilization of human resources. As such, it is effectively aligned with the business strategies… of the organization.It is not a solitary act; rather, it is a process involving a series of related activities carried out on a continuous basis.It not only meets the short-term HR requirements of an organization but also determines its long-term strategies and future directions from the HR perspective.It is a logical and efficient decision-making activity involving systematic analysis of data gathered in a scientific manner. Thus, it is neither a haphazard nor an ad hoc activity.
There are many benefits of using a Human Resources Solution. They can provide, and maintain medical and pension benefits to employees. Many offer Payroll solutions as well.
Human Resource Planning is a process to determine future staffing needs by analyzing organization future business plan and in consideration employee turnover within the organi…zation. Through planning process, a management strives to have right number of workforce and the right kinds of people at the right locations, at right time in order to fulfill the obligations for the benefit of organization as well as individual.
Human resource planning involves getting individuals to determine their career goals and help them businesses achieve success. Organizational and career development are co…mponents of an HR plan.
The benefits of human resource planning is that a company knows their needs for staff ahead of time. This allows the company to hire the best people before they are needed… and move people within the company as needed.
Challenges to human resource planning include being able to predict things like employee turnover (retirements, employees quitting, etc.) and finding qualified people to repla…ce them.