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Topic: What Is The Purpose of Planning? Analyse The Key Factors That Influence The HRP Processes?

Human resource planning (HRP) involves forecasting future human resource needs and developing plans to meet those needs. The key purpose of planning is to reduce uncertainty and increase organizational effectiveness. HRP specifically aims to ensure an organization has the right quantity and quality of employees to execute its strategies now and in the future. It is influenced by internal factors like the company's strategies, policies, jobs, and growth as well as external factors like the economy, technology, environment, and international conditions. Proper HRP is important for acquiring, developing, and retaining talent to achieve organizational goals.

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70 views

Topic: What Is The Purpose of Planning? Analyse The Key Factors That Influence The HRP Processes?

Human resource planning (HRP) involves forecasting future human resource needs and developing plans to meet those needs. The key purpose of planning is to reduce uncertainty and increase organizational effectiveness. HRP specifically aims to ensure an organization has the right quantity and quality of employees to execute its strategies now and in the future. It is influenced by internal factors like the company's strategies, policies, jobs, and growth as well as external factors like the economy, technology, environment, and international conditions. Proper HRP is important for acquiring, developing, and retaining talent to achieve organizational goals.

Uploaded by

kiranaisha
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Topic: what is the purpose of planning? Analyse the key factors that influence the HRP processes?

Learning Objectives
1. 2. 3. 4.

Introduction Definition of planning Purpose of planning Definition of HRP

5.
6. 7. 8.

Features of HRP
Objectives of HRP

Factors influence the HRP process


Conclusion
2

Introduction

Human Resource Management is very important for the survival and prosperity of an organisation.

Procurement of right kind and right number of


employees is the first operative function of Human Resource Management. Before selecting the right man for the right job, it becomes necessary to determine the quality and quantity of

people required in the organisation. This is the


primary function of Human Resource Planning.
3

Definition of Planning

According to Alford and Beatt, "Planning is the thinking process, the organized foresight, the vision based on fact and experience that is required for intelligent action."

According to Theo Haimann, "Planning is deciding in advance what is to be done.

When a manager plans, he projects a course of action for further attempting to


achieve a consistent co-ordinate structure of operations aimed at the desired results.

According to Billy E. Goetz, "Planning is fundamentally choosing and a planning problem arises when an alternative course of action is discovered."

According to Koontz and O' Donnell, "Planning is an intellectual process, conscious determination of course of action, the basing of decision on purpose, facts and considered estimates.

In short Planning is deciding in advance what is to be done, when where, how and by whom it is to be done.
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Purposes of Planning
1. 2. 3.

Reduction of Uncertainty Better Utilization of Resources Increases Organizational Effectiveness

4.
5.

Reduces the Cost of Performance


Concentration on Objectives

6.
7. 8.

Helps in Co-ordination
Makes Control Effective Encouragement to Innovation
5

Definition of HRP
1.

According to Y.C. Moushell Human Resource Planning is a strategy for the acquisition, utilisation, improvement and preservation of an organisations human resource

2.

According to
Planning is a

J.Chennly.K Human Resource


process of forecasting an

organisations future demand for human resource


and supply of right type of people in right numbers
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Features of HRP
1.

It is future oriented: Human Resource Planning is forward-looking. It involves forecasting the manpower needs for a future period so that adequate and timely provisions may be made to meet the needs.

2.

It is a continuous process: Human Resource Planning is a continuous

process because the demand and supply of Human Resource keeps


fluctuating throughout the year. Human Resource Planning has to be reviewed according to the needs of the organisation and changing environment.
3.

Integral part of Corporate Planning: Manpower planning is an integral part of corporate planning because without a corporate plan there can be no manpower planning.

4.

Optimum utilisation of resources: The basic purpose of Human


Resource Planning is to make optimum utilisation of organisations current and future human resources.
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Objectives of HRP
1. To ensure that the organisation is well-equipped with the required Quantity and Quality of manpower on a sustained basis. 2. To anticipate the impact of technology on jobs and resources. 3. To control cost of Human Resources employed, used and maintained in the organisation. 4. To provide a basis for management development programmes. 5. To ensure optimum contribution and satisfaction of the personnel with reasonable expenditure. 6. To recruit and retain human resource of required Quantity and Quality.
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Factors influence the HRP process


Internal factors
1.

Company Strategies: The organisations policies and strategies relating to expansion, diversification etc. determines the human resource demand in terms of Quantity and Quality

2.

Human Resource policies: Human Resource policies of the company regarding quality of human resources, compensation level, quality of working conditions etc. influence Human Resource Planning.
Job analysis: Job analysis means detailed study of the job including the skills needed for a particular job. Human Resource Planning is based on job analysis which determines the kind of employees to be procured. Companys production and operational policy: Companys policies regarding how much to produce and how much to purchase from outside in order to manufacture the final product influences the number and kind of people required. Trade Unions: If the unions declare that they will not work for more than 8 hours a day, it affects the Human Resource Planning. Therefore influence of trade unions regarding the number of working hours per week, recruitment sources etc. Affect Human Resource Planning. Organisational Growth Cycles: At starting stage the organisation is small and the need of employees is usually smaller, but when the organisation enters the growth phase more young people need to be hired. Similarly, in the declining/recession/downturn phase Human Resource Planning is done to re-trench the employees.
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3.

4.

5.

6.

External factors
1.

Government policies: Policies of the government like labour policy, industrial policy, policy towards reserving certain jobs for different communities and sons-ofthe-soil etc affect Human Resource Planning.

2.

Level of economic development: Level of economic development determines the

level of human resource development in the country and thereby the supply of
human resources in the future in the country.
3.

Level of Technology: Technology is the application of knowledge to practical tasks which lead to new inventions and discoveries. The invention of the latest technology

determines the kind of human resources required.


4.

Business Environment: Business environment means the internal and external factors influencing the business. Business environmental factors influences the volume of mix of production and thereby the supply of human resources in the future in the country.

5.

International factors: International factors like the demand and supply of Human resources in various countries also affects Human Resource Planning
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conclusion

To conclude it can be said that planning is very essential in the life of an organisation. Hence it can be said that the manager of an organisation must be very careful while implementing planning.

As Alan Lakein Failing to plan is planning to Fail


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