Human Resources Planning And Its Step - net exam preparation.

                                   Human Resources Planning

Human resources planning is a process for the development of strategies to arrange the size and skills of the human resources as per the organizational needs.Human resource planning helps the organizations to forecast, recruit, retain, and optimize the deployment of the personnel needed to meet business requirements,
objectives and to respond to the changes in the external environment, such as technology, competition etc. The process involves carrying out a competency andskills analysis of the existing available human resources carry out human resources forecasting, and taking actions to ensure the adequate supply of human resources.
This may also include the individual development, training and retraining strategies.In order to understand the human resources planning system properly it is importantto look at various definitions as well as certain past researches conducted in the fieldof human resources planning.Activities required for Human Resources Planning Preparing an inventory of present manpower An inventory is prepared which contains the present number of employees,their qualifications, technical qualification, technical abilities, skills, and other
information such as preferred location, etc.
Forecasting future demands for employees:
By studying the present human resources, gap in competencies and number of people are identified and futurerequirement of the organization is generated. This activity is termed as forecasting.Forecasting of human resources is based on future growth plans and the futureorganization structure of the organization. The care is taken to take understand the competencies required for future and the projections are made on the basis of numbers as well as competencies required. Forecasting of human resources is done with quantitative as well as qualitative methods
Identifying the human resources requirement
On completion of the two activities, actual requirement of human resources is generated in numbers as well as, specifications.
Fulfilling the human resources requirements
These human resources plans are used to initiate process of recruitment

Human Resources Planning and Strategic Planning
The planning process is done with future in mind. The human resources organization. Human resources planning and strategic planning are link in a manner so that major objectives and comprehensive plan is developed. Human resources planning provide inputs for strategic plan of the organization. It answers questions like does the organization has required talent available to pursue its objectives. In these manner Human resources planning is directly linked with strategic planning of the organization. In addition to aligning the planning process, the linkage between strategy and human resources also focuses on the development of core competencies. These core competencies help the organization to gain advantage over their competitors and they leverage this advantage by learning faster than others in the industry.

                               Steps in Human Resource Planning
 
1.Analysis Organizational Objectives:
The objective to be achieved in future in various fields such as production, marketing, finance, expansion and sales gives the idea about the work to be done in the organization.
2. Inventory of Present Human Resources:
From the updated human resource information storage sys­tem, the current number of employees, their capacity, perfor­mance and potential can be analysed. To fill the various job requirements, the internal sources (i.e., employees from within the organization) and external sources (i.e., candidates from various placement agencies) can be estimated.
3. Forecasting Demand and Supply of Human Resource:
The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured. There should be proper matching of job description and job specification of one particular work, and the pro­file of the person should be suitable to it.
4. Estimating Manpower Gaps:
Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource. Deficit represents the number of people to be employed, whereas surplus represents termination. Extensive use of proper training and development programme can be done to upgrade the skills of employees.
5. Formulating the Human Resource Action Plan:
The human resource plan depends on whether there is deficit or surplus in the organization. Accord­ingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.
6. Monitoring, Control and Feedback:
It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is monitored strictly to identify the deficiencies and remove it. Comparison between the human resource plan and its actual implementation is done to ensure the appropriate action and the availability of the required number of employees for various jobs.