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  • Human Resource Planning Process

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    G & E Apparel
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    Human Resource Planning Process involves 7 steps: 1) Determining objectives, 2) Analyzing current manpower inventory, 3) Forecasting demand and supply, 4) Analyzing manpower gaps, 5) Developing an employment/action plan, 6) Training and development, and 7) Appraising the process. The goal is to forecast an organization's needs for and supply of human resources to have the right number and skills of people for each job.

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    Human Resource Planning Process involves 7 steps: 1) Determining objectives, 2) Analyzing current manpower inventory, 3) Forecasting demand and supply, 4) Analyzing manpower gaps, 5) Developing an employment/action plan, 6) Training and development, and 7) Appraising the process. The goal is to forecast an organization's needs for and supply of human resources to have the right number and skills of people for each job.

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    264 views3 pages

    Human Resource Planning Process

    Uploaded by

    G & E Apparel
    Human Resource Planning Process involves 7 steps: 1) Determining objectives, 2) Analyzing current manpower inventory, 3) Forecasting demand and supply, 4) Analyzing manpower gaps, 5) Developing an employment/action plan, 6) Training and development, and 7) Appraising the process. The goal is to forecast an organization's needs for and supply of human resources to have the right number and skills of people for each job.

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    © All Rights Reserved
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    of 3

    Human Resource Planning Process

    The Human Resource Planning is a process of forecasting the


    organization’s demand for and supply of manpower needs in the near future.

    Human Resource Planning Process

    1. Determining the Objectives of Human Resource Planning: The


    foremost step in every process is the determination of the objectives for
    which the process is to be carried on. The objective for which the
    manpower planning is to be done should be defined precisely, so as to
    ensure that a right number of people for the right kind of job are
    selected.
    The objectives can vary across the several departments in the
    organization such as the personnel demand may differ in marketing,
    finance, production, HR department, based on their roles or functions.

    2. Analyzing Current Manpower Inventory: The next step is to analyze


    the current manpower supply in the organization through the stored
    information about the employees in terms of their experience,
    proficiency, skills, etc. required to perform a particular job.
    Also, the future vacancies can be estimated, so as to plan for the
    manpower from both the internal (within the current employees) and the
    external (hiring candidates from outside) sources. Thus, it is to be
    ensured that reservoir of talent is maintained to meet any vacancy
    arising in the near future.

    3. Forecasting Demand and Supply of Human Resources: Once the


    inventory of talented manpower is maintained; the next step is to match
    the demand for the manpower arising in the future with the supply or
    available resources with the organization.
    Here, the required skills of personnel for a particular job are matched
    with the job description and specification.

    4. Analyzing the Manpower Gaps: After forecasting the demand and


    supply, the manpower gaps can be easily evaluated. In case the
    demand is more than the supply of human resources, that means there
    is a deficit, and thus, new candidates are to be hired.
    Whereas, if the Demand is less than supply, there arises a surplus in
    the human resources, and hence, the employees have to be removed
    either in the form of termination, retirement, layoff, transfer, etc.

    5. Employment Plan/Action Plan: Once the manpower gaps are


    evaluated, the action plan is to be formulated accordingly. In a case of a
    deficit, the firm may go either for recruitment, training, interdepartmental
    transfer plans whereas in the case of a surplus, the voluntary retirement
    schemes, redeployment, transfer, layoff, could be followed.
    6. Training and Development: The training is not only for the new joinees
    but also for the existing employees who are required to update their
    skills from time to time.
    After the employment plan, the training programmes are conducted to
    equip the new employees as well as the old ones with the requisite skills
    to be performed on a particular job.

    7. Appraisal of Manpower Planning: Finally, the effectiveness of the


    manpower planning process is to be evaluated. Here the human
    resource plan is compared with its actual implementation to ensure the
    availability of a number of employees for several jobs.
    At this stage, the firm has to decide the success of the plan and control
    the deficiencies, if any.

    Thus, human resource planning is a continuous process that begins with the
    objectives of Human Resource planning and ends with the appraisal or
    feedback and control of the planning process.

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