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Human resources planning is the process by which an organization ensure that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Human resource planning translates the organization's objectives and plans in to the number of workers needed to meet those objectives. Include the estimation of how many qualified people are necessary to carry out the assigned activities, how many people available, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future.

Objectives

* Understand the nature and importance of HR planning.

* Identify and describe the factors affecting personnel planning.

* Identify the employee planning process, delineate different stages in the process and describe each step.

* Identify prerequisites for successful planning and list the various barriers, which render planning ineffective.

Importance of HRP

Process of determining an organization's human resources needs:

* Future personnel needs

* Coping with change

* Creating highly talented personnel

* Protection of weaker section

* International strategies

* Foundations of personal functions

* Increasing investment in human resources

* Resistance to change and move

* More time is provided to locate talent

Problems of HRP

* People are unpredictable: they can easily upset plans through resigning, being sick, refusing to do certain things etc.

* People are all different so it is difficult to produce policies and approaches that are equally appropriate to all.

* People are required in a particular place at a particular time and are less easy to move from one location to another than, say money.

* Surpluses and deficits are more difficult to manage- staff numbers cannot usually be reduced at the stroke of a pen and acquiring more people can be time consuming and costly.

* People need careful and sensitive handling, which requires substantial thought and care on the part of managers.

* There are more environmental conditions to take into account money can be kept in a safe but people need offices, car parks, canteens etc.

Planning process:



Any human resources planning process has to take account of the organization's likely future demand for labor and of the potential supply of labor. It can there fore be considered under the main heading of:

Demand forecasting: which entails estimating the organization's future staffing requirement in terms of numbers and skills, by reference to its aims and objectives and taking account of changes in working practices and activities levels?

Supply forecasting- which entails estimating the likely future labor supply, both from within the organization taking account of employee wastage, current skills mix, performance, etc and from outside the organization taking account of the potential pool of staff with the right levels of knowledge and skill.

The Recruitment process:

1. Identify the need to recruit.

* Reorganization

* Flexible working

* Using part time or causal staff

* Using contractors

* Staff transfer or promotion

* Job sharing

* Computerization

2. Identifying the job requirements

* Content of the personnel or person specification

3. Deciding the source of potential recruits.

* The organization itself

* Word of mouth

* News paper and magazine advertisements

* Jobcentres and employment agencies

* Selection consultants

* Schools and universities

* Internet

* Drawing up an advertisement

4. Deciding the selection method

* Application form or curriculum vitae?

* Interviews

* Conducting successful interviews selection test

5. Short listing candidates

6. Selecting the successful candidate

7. Notifying candidates of the outcomes

8. Appointing the successful candidate

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