HUMAN RESOURCE

PLANNING
2022 A Personnel Psychology Group 01
Our Team
Athanasya F. Dea E.
22010664017

Aini Nadhiba Cinta S.

22010664019

Diandra Kayana S.
22010664030

Nisyrina Rania R.
22010664031

Nur Hita Azzahro

22010664039
 Table of Contents
01. Definition 04. Steps
Explaining the definition of HR Explaining the steps of HR
planning planning

02. Benefit 05. Process

Explaining the benefits of HR Explaining the processes of HR
planning planning

03. Purpose 06. Journal Review

Explaining the purposes of HR Contains all references
planning used
 01.
Definition of HRP
 WHAT IS HUMAN RESOURCE?????

Human resources are productive individuals who act as

the driving force of an organization both an agency and a
company whose mission is an asset, so skills must be
trained and developed (Susan, 2019).
 DEFINITION OF HRP
Human resource planning has often been described as a process
that determines the number of employees an organization needs
in terms of quality and quantity in a high quantity, thus being
thought of as an organized and timed continuous process
(Roberto et al., 2022).

Jonathan Rice (2011) planning human resources isa long-term

process that is organized in such a way that harnessing the
human resources of an organization (Roberto et al., 2022).
 02.
Benefits of HRP
 Benefits According to Fuad (2021)

1 Adaptation to Change 4 Limiting uncertain work

Provides convenience in coordinating Save time and funds in achieving

2 5
individuals or groups in the organization goals

Focuses attention on organizational

3 6 Assist in supervisory activities
goals
 Benefits According to Siagian (2014)
in Akilah (2017)

Employment information becomes one of

1 Skills Identification 4
the important things

2 Performance improvement 5 Employee development

Provide more knowledge to the

3 6 Form the basis for other programs
organization
 Benefits According to Ritawati (2015)
Become more sensitive to the needs of
The potential of each teaching staff can
1 be better utilized
4 teaching staff to then design new
activities

Information management of each

Effectiveness at work can be strengthened
2 by adjusting each teaching staff's needs
5 teaching staff and organization
becomes more organized

Performance can be maximized if the

The organization will gain knowledge
3 organization understands every 6
experience of the teaching staff about current labor market conditions

Good HR planning will help the

7 organization design work programs
that are appropriate and accountable
 In short..
An effective and well-thought-out human resource plan
can drive an organization to achieve its goals while
fostering a healthy, productive and committed
workforce.
 03.
Purposes of HRP
 Main Purpose of HRP
The main purpose of planning is to produce a competitive
advantage.

According to Roberto et al., (2022)

According to Suryani (2019)

Societal Objectives

Organizational Objectives

Functional Objectives

Personal Objectives
 According to Muzayannah (2019)

To measure the quality and To ensure the

capabilities availability of Human
Resources

In order to avoid To facilitate coordination,

confusion integration, and
synchronization
 According to Muzayannah (2015)

In order to avoid shortages As a guide in

or excess labor. establishing retrieval, etc

Serves as a guide in carrying Is the basis for conducting

out employee transfers and employee evaluations
retirement
04.
Steps of HRP
 The most important resource in an organization is human, because it
has a relationship with the existence of resources that are able to meet
the needs of the organization in the long and short term both in terms of
quantity and quality (Prashanti, 2013).

The existence of planning helps the organization achieve its vision and
mission by using maximum resources and requires a guideline for
organizational members in its implementation, then monitored and
evaluated to find out how far progress has been made (Fuad, 2021).
 JOHN, IN ROBERTO ET AL., (2013)

STEP 1 STEP 3
GOAL SETTING GAP ANALYSIS

STEP 2
ENVIRONMENTAL
SCANNER : LABOR
STEP 4 ANALYSIS STEP 5
HUMAN MEASURE,
RESOURCES MONITOR AND
PRIORITIES REPORT PROGRESS
05.
Processes of HRP
 Process
The various plans that the decision is expected to achieve, this makes the company
become bound for a long period of time which aims to achieve targets such as
consumptive levels, development levels. With these targets, the quantity and quality of
employees who will be hired in the future are required.

(Ritta Setiyati, 2019)

● Internal and external ● It is necessary to invest in
conditions faced competent employees
● Future human resource ● Estimating employee
requirements reduction
● Establishment of the ● The formation of rotation
company's vision and or rolling
mission to achieve the ● Evaluating some
expected goal employees
● Optimization The
technology system in the
company
 Organizational
Company planning
structure and the
and budgeting
form of work

the company has clear

goals and plans to make
it easier to get the
expected benefits
Management policies
Determination of
the company's
vision and
mission
 06.
Journal Review
 JURNAL REVIEW 1
TITLE Human Resource Information Systems (HRIS) in HR Planning
and
Development in Mid to Large Sized Organizations.

JOURNAL Procedia - Social and Behavioral Sciences

YEAR 2014

WRITER Asha Nagendra and Mohit Deshpande

REVIEWER Diandra Kayana Syakirah

DATE 28 Agustus 2023

RESEARCH PURPOSE The purpose of this article is to identify the extent to which
human resource information systems are used on planning in
organizations.
RESEARCH METHOD At the data collection, the targeted respondents are the human
resources manager for a medium-sized organization in pune.
Questionnaires are given to 50 senior executives and junior
SDMS who are involved in hr planning and HRIS. The
questionnaires include the three main points, the hris' role in
recruiting and selection, the hris' role in training and
development, and the hris' general role in recruiting and
development training .

RESEARCH RESULT The overall response to HRIS for the utilization of the
organization's selection is positive. The majority of the
respondents agreed that HRIS did indeed bring satisfactory
results in human resources planning.

CONCLUSION The study revealed that the relationship between increased HRIS
use resulted in improved both in organizational effectiveness and
efficiency. Thus, the overall contribution of HRIS to recruitment
and planning, and training, is beyond doubt.
 JURNAL REVIEW 2
TITLE Optimal Human Resource Planning With P-Graph For
Universities
Undergoing Transition

JOURNAL Journal of Cleaner Production

YEAR 2019

WITER Kathleen B. Aviso, et al

REVIEWER Athanasya Frerisca Dea Evelyne

DATE 28 Agustus 2023

RESEARCH PURPOSE This article sets out the purpose of optimizing human resource
planning at a university in transition
RESEARCH METHOD The method in this 2019 article is Case studies and qualitative
analysis from a higher education institution (HEI) in the
Philippines.

RESEARCH RESULT Studies have found that appropriate categories or staff levels can
increase the potential for targeted HEI in developing countries.

CONCLUSION The results point to a workable strategy, noting the personnel

structures that have the potential for influencing increased
research productivity. Then there can also be an employee
training point that should be noticed by HEI.
 JURNAL REVIEW 3
TITLE Shared leadership in enterprise resource planning and human
resource management system implementation

JOURNAL Human Resource Management Review

YEAR 2013
WRITER Julia E.Hoch and James H.Dulebohn
REVIEWER Aini Nadhiba Cinta Suryokusumo
DATE 28 Agustus 2023
RESEARCH PURPOSE The journal aims to describe issues - issues relating to ERP and
HRMS implementation, teams and joint leadership concepts,
reviewing theoretical and empirical literature, Presents an
integrity framework, and explains a joint leadership application
for ERP and the HRMS implementation.
RESEARCH METHOD This journal uses the empirical literature review method that is
the result of research that was observation or experiment that
presented some of the relevant concepts.

RESEARCH RESULT The project is complex and lasts several years or more, and it
potentially involves the deployment of a team member. Teams
play an important role in determining if implementation will
succeed or fail

CONCLUSION This journal has already summarized the background and joint
leadership theory and explained its application to the ERP
/HRMS implementation team. Mutual leadership thus represents
a high potential approach to improving the effectiveness of this
team.
 JURNAL REVIEW 4
TITLE Path Analysis for Implementation Analysis Of Human Resources
Information System On Human Resources Planning

JOURNAL Journal of Physics: Conference Series

YEAR 2020
WRITER Nurasiah
REVIEWER Nisyrina Rania Ramadhani
DATE 28 August 2023
RESEARCH PURPOSE This article aims to measure the contribution that human
resource information systems can make to the effectiveness of
human resource planning.

RESEARCH METHOD The article uses research methods analysis models.

RESEARCH RESULT Hypotheses state human resource input systems, human
resource database systems and human resource output systems
contribute simultaneously and significantly to human resource
planning.

CONCLUSION Resource information systems are still incomplete and relevant

so human resource planning cannot be optimally implemented.
 JURNAL REVIEW 5
TITLE Planning Flexible Human Resource Capacity in Volatile Market

JOURNAL IFAC World Congres

YEAR 2014
WRITER Bauer Wilhelm, et al
REVIEWER Nur Hita Azzahro
DATE 28 August 2023
RESEARCH PURPOSE This journal aims to realize the perfect and flexible utilization of
human resources in companies working in industry 4.0 which is
experiencing instability caused by high demand from consumers
and driven by a consumptive market share.
RESEARCH METHOD This journal uses a literature study with the observation method
of collecting company data and analyzing consumer interest.
RESEARCH RESULT Manufacturing companies often experience shocks due to high
market demand which is increasingly unpredictable companies
try to achieve high availability of supply of goods, but in a
relatively short time they cannot maintain human resources so
that to avoid the loss of sales sources the company provides
sophisticated production facilities and is supported by planning
and controlling employees who have influence in the future and
regulate the systematicity of other employees.

CONCLUSION The flexibility of the company is considered as a measure of the

ability to compete and adapt to changing environmental
conditions, with the provision of flexible human resources as well
as high and considerate funds given the uncertainty of market
sales and instability.
BIBLIOGRAPHY
Afni, N., Akhmad, A., Nurapiah, N., Alaydrus, A., Reza, M., Pagisi, E. W. I., & MS, S. (2022). ANALISIS MANAJEMEN
ADMINISTRASI PENDIDIKAN PADA PAUD ALKHAIRAAT KECAMATAN LORE SELATAN KABUPATEN POSO.
Jurnal Ekonomi Trend, 10(02), 1–17. https://doi.org/https://doi.org/10.31970/trend.v10i2.248

Akilah, F. (2017). MANAJEMEN PERENCANAAN SUMBER DAYA MANUSIA DI BIDANG PENDIDIKAN : MANIFESTASI
DAN IMPLEMENTASI. Didaktika Jurnal Kependidikan, 11(1), 81–94.
https://doi.org/http://dx.doi.org/10.30863/didaktika.v11i1.156

Apascaritei, P., & Elvira, M. M. (2022). Dynamizing human resources: An integrative review of SHRM and dynamic
capabilities research Paula. Human Resource Management Review, 32(4), 100878.
https://doi.org/10.1016/j.hrmr.2021.100878

Arthabawan, I. W. (2017). PERENCANAAN SUMBER DAYA MANUSIA DALAM SUATU ORGANISASI. Artha Satya
Dharma, 10(2), 45–53. https://doi.org/https://doi.org/10.55822/asd.v10i2.194

Assery, S., Tjahjono, H. K., & Palupi, M. (2015). Perencanaan Sumberdaya Manusia Untuk Mencapai Keunggulan
Bersaing Perusahaan. Jurnal Manajemen Bisnis, 6(2), 419–428.
https://journal.umy.ac.id/index.php/mb/article/view/3740

Aviso, K. B., Chiu, A. S. F., Demeterio III, F. P. A., Lucas, R. I. G., Tseng, M., & Tan, R. R. (2019). Optimal human
resource planning with P-graph for universities undergoing transition. Journal of Cleaner Production, 224, 811–822.
https://doi.org/10.1016/j.jclepro.2019.03.213
Cach´on-Rodríguez, G., Blanco-gonzalez, A., Prado-roman, C., & Del-castillo-feito, C. (2022). How sustainable human
resources management helps in the evaluation and planning of employee loyalty and retention : Can social capital
make a difference ? Evaluation and Program Planning, 95(May). https://doi.org/10.1016/j.evalprogplan.2022.102171

Cayrat, C., & Boxall, P. (2023). The roles of the HR function : A systematic review of tensions , continuity and change.
Human Resource Management Review, 100984. https://doi.org/10.1016/j.hrmr.2023.100984

Fuad, H. (2021). PERENCANAAN STRATEGIS DAN PENGELOLAAN SUMBER DAYA MANUSIA. Jurnal Manajemen
Dan Bisnis Baja, 2(2), 99–111. http://ejournal.lppm-unbaja.ac.id/index.php/jmb/article/view/1208

Hosan, S. G., & Praptiningsih, M. (2014). ANALISIS PROSES PERENCANAAN SUMBER DAYA MANUSIA PADA PT .
DAYA CIPTA ANDALAN PERSADA SURABAYA. AGORA : Jurnal Mahasiswa Bisnis Manajemen, 2(2), 749–756.
https://publication.petra.ac.id/index.php/manajemen-bisnis/article/view/1994

Jabani, M. (2015). PENTINGNYA PERENCANAAN SUMBERDAYA MANUSIA DALAM SEBUAH ORGANISASI. Jurnal
Ekonomi Muamalah, V(1), 1–10. https://doi.org/https://doi.org/10.24256/m.v5i1.665

Kelejan, R. A., Lengkong, V. P. K., & Tawas, H. N. (2018). PENGARUH PERENCANAAN SUMBER DAYA MANUSIA
DAN PENGALAMAN KERJA TERHADAP KINERJA KARYAWAN DI PT . AIR MANADO. Jurnal EMBA : Jurnal Riset
Ekonomi, Manajemen, Bisnis Dan Akuntansi, 6(4), 1918–1927.
https://doi.org/https://doi.org/10.35794/emba.v6i4.20913
Manopo, O. C., Lengkong, V. P. K., & Uhing, Y. (2023). PRAKTEK MANAJEMEN SUMBER DAYA MANUSIA PADA
MASA PANDEMI COVID 19 DALAM MENINGKATKAN KINERJA KARYAWAN DI PT BANK RAKYAT INDONESIA
KANCA TONDANO. Jurnal EMBA : Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 11(2), 169–180.
https://doi.org/https://doi.org/10.35794/emba.v11i02.47994

Noer, S. W. P., Trang, I., & Uhing, Y. (2017). PENGARUH PERENCANAAN SDM, REKRUTMEN DAN PENEMPATAN
TERHADAP KINERJA KARYAWAN PADA PT.PLN (PERSERO) WILAYAH SULUTTENGGO. Jurnal EMBA : Jurnal
Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 5(2), 697–705.
https://doi.org/https://doi.org/10.35794/emba.5.2.2017.15950

Paruntu, B. R. L., Rattu, A. J. M., & Tilaar, C. R. (2015). Perencanaan Kebutuhan Sumber Daya Manusia di Puskesmas
Kabupaten Minahasa. Jurnal Ilmu Kesehatan Masyarakat UNSRAT, 5(1), 43–53.

Prashanthi, K. (2013). Human Resource Planning - An Analytical Study. International Journal of Business and
Management Invention, 2(1), 63–68.

Ritawati, R. (2015). PERENCANAAN DAN PENGEMBANGAN GURU/DOSEN SEBAGAI SUMBER DAYA MANUSIA
(SDM) DI LEMBAGA PENDIDIKAN FORMAL. Istinbath, 14(16), 109–123.

Roberto, T., Nofelia, L., Murni, T., Marsidin, S., & Nellitawati, N. (2022). Perencanaan Sumber Daya Manusia. Jurnal
Pendidikan Tambusai, 6(2), 11232–11240.
Setiyati, R., & Hikmawati, E. (2019). PENTINGNYA PERENCANAAN SDM DALAM ORGANISASI. Forum Ilmiah, 16,
215–221. https://digilib.esaunggul.ac.id/public/UEU-Journal-20230-11_1373.pdf

Suryani, N. K., & FoEh, J. (2019). MANAJEMEN SUMBER DAYA MANUSIA, TINJAUAN PRAKTIS APLIKATIF (I).
NILACAKRA. http://repository.ubharajaya.ac.id/id/eprint/9344

Susan, E. (2019). MANAJEMEN SUMBER DAYA MANUSIA. ADAARA : Jurnal Manajemen Pendidikan Islam, 9(2), 952–
962. https://jurnal.iain-bone.ac.id/index.php/adara/article/viewFile/429/354
Thank You~
Do you have any questions?