Food and Agribusiness School: Sagar Group of Institution

SAGAR GROUP OF INSTITUTION
FOOD AND AGRIBUSINESS

SCHOOL
ASSIGNMENT ON
HUMAN RESOURCE PLANNING
SUBMITTED BY-
BIKKUMALL AKHIL
F20003.
HUMAN RESOURCE PLANNING-
 Human resource planning is the continuous process of
systematic planning ahead to achieve optimum use of an
organization's most valuable asset—quality employees.
 Human resources planning ensures the best fit between
employees and jobs while avoiding manpower shortages
or surpluses.
 It also involves strategically deploying their skills to
meet the goals and objectives of the business.
 HR planning facilitates achievement of the overall
mission, strategies, and success of the organization
while satisfying obligations to employees and other
stakeholders
five steps involved in human resource planning process.
 Analysis of Organisational Plans and Objectives
 Analysis of Human Resource Planning Objectives
 Forecasting for Human Resource Requirement
 Assessment of Supply of Human Resources
 Matching Demand and Supply
Need and importance of HRP in the organizations:
I. Assessing Future Personnel Needs:

Whether it is surplus labour or labour shortage, it gives a picture of
defective planning or absence of planning in an organization.
Through HRP, one can ensure the employment of proper number
and type of personnel.
II. Foundation for Other HRM Functions:
HRP is the first step in all HRM functions. So, HRP provides the
essential information needed for the other HRM functions like
recruitment, selection, training and development, promotion, etc.
III. Coping with Change:
Changes in the business environment like competition, technology,
government guidelines, global market, etc. bring changes in the
nature of the job.
IV. Investment Perspective:
As a result of change in the mindset of management, investment in
human resources is viewed as a better concept in the long run
success of the enterprise. Human assets can increase in value as
opposed to physical assets. Thus, HRP is considered important for
the proper planning of future employees.
V. Expansion and Diversification Plans:
During the expansion and diversification drives, more employees at
various levels are needed. Through proper HRP, an organization
comes to know about the exact requirement of personnel in future
plans.
VI. Employee Turnover:
Every organization suffers from the small turnover of labour,
sometime or the other. This is high among young graduates in the
private sector. This necessitates again doing manpower planning for
further recruiting and hiring.
VII. Conformity with Government Guidelines:
In order to protect the weaker sections of the society, the Indian
Government has prescribed some norms for organizations to follow.
For example, reservations for SC/ST, BC, physically handicapped,
ex-servicemen, etc. in the jobs. While planning for fresh candidates,
HR manager takes into consideration all the Government
guidelines.
VIII. International Expansion Strategies:
International expansion strategies of an organization depend upon
HRP. Under International Human Resource Management (IHRM),
HRP becomes more challenging. An organization may want to fill
the foreign subsidiary’s key positions from its home country
employees or from host-country or from a third country. All this
demands very effective HRP.
IX. Having Highly Talented Manpower Inventory:
Due to changing business environment, jobs have become more
challenging and there is an increasing need for dynamic and
ambitious employees to fill the positions.
The main objectives of HRP are:
(i) Proper assessment of human resources needs in future.

(ii) Anticipation of deficient or surplus manpower and taking the
corrective action.
(iii) To create a highly talented workforce in the organization.
(iv) To protect the weaker sections of the society.
(v) To manage the challenges in the organization due to
modernization, restructuring and re-engineering.
(vi) To facilitate the realization of the organization’s objectives by
providing right number and types of personnel.
(vii) To reduce the costs associated with personnel by proper
planning.
(viii) To determine the future skill requirements of the organization.
(ix) To plan careers for individual employee.
(x) Providing a better view of HR dimensions to top management.
(xi) Determining the training and development needs of employees.
Several factors affect HRP. These factors can be classified into

external factors and internal factors
External Factors:
Government Policies
Business Environment
International Factors
Level of Technology
Internal Factors:
Company policies and strategies
Human resource policies
Trade union
Type and quality of information.
HUMAN RESOURCE PLANNING -Prerequisites

i. There should be a proper linkage between HR plan and
organizational plan.
ii. Top management support is essential.
iii. Proper balance should be kept between the qualitative and
quantitative approaches to HRP.
iv. Involvement of operating managers is necessary.
v. Proper alignment between short-term HR plans and long-term
HR plans should be there.
vi. HR plan should have in-built flexibility in order to adopt
environmental uncertainties.
vii. Time period of HR plan should be appropriate to needs and
circumstances of the organization.
HUMAN RESOURCE PLANNING-Benefits
 It checks the corporate plan of the organisation.

 It provides scope for advancement and development of
employees through training, development, etc.
 It helps to anticipate the cost of salary enhancement, better
benefits, etc.
 It helps to anticipate the cost of salary, benefits and all the cost
of human resources facilitating the formulation of budgets in
an organisation.
 To foresee the changes in values, aptitude and attitude of
human resources and to change the techniques of
interpersonal, management, etc.
 To plan for physical facilities, working conditions and the
volume of fringe benefits like canteen, schools, hospitals,
conveyance, child care centres, quarters, company stores, etc.
 It gives an idea of type of tests to be used and interview
techniques in selection based on the level of skills,
qualifications, intelligence, values, etc., of future human
resource.
 It causes the development of various sources of human
resources to meet the organisational needs.
CONCLUSION-
 An effective HRP is required for an organization to

be effective
 HRP needs to be fully integrated to the
organization plan
 Secret of success is the right type of people
available at right place at right time.

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SAGAR GROUP OF INSTITUTION

FOOD AND AGRIBUSINESS

Need and importance of HRP in the organizations:

I. Assessing Future Personnel Needs:

(i) Proper assessment of human resources needs in future.

Several factors affect HRP. These factors can be classified into

HUMAN RESOURCE PLANNING -Prerequisites

HUMAN RESOURCE PLANNING-Benefits

 It checks the corporate plan of the organisation.

 An effective HRP is required for an organization to

available at right place at right time.

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