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 Human Resource Planning:

Concept, characteristics, and
importance.
 HR Process
 Major HRP activities
Gyan Bahadur Tamang
 Assessment of current HR: HR
BBA Faculty
inventory, HRIS, and succession
planning
 HR demand and supply
forecasting: Techniques
Readings:
Adhikari, D.R., (2010). Fundamentals of Human Resource
Management Third edition Budhha Academic Enterprises Pvt.
Ltd.
Agrawal. G. R. (2007). Foundation of Human Reosurce
Management in Nepal MK Publisher and Distributors

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 High quality product / service in

low price
 Increased competition
2.1  Ensuring the availability of
quality manpower to compete in
the market.
 Right people in right place in right
time
 Process of acquiring and utilizing
human resources in the
organization

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“Personnel and HR planning

 Preparation: by whom ? How ? involves
 HR department
forecasting human resource
 In consultation with other line needs for the organization, and
department
planning the step necessary to
 Demand and supply of meet these needs”– Schuler,
manpower 1984
 Demand: expansion, contraction
 Supply: internal and external

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“It is a method for determining  HR planning based on

future staffing requirements and
developing action plans for meeting organizations’ strategic
them. HRP is the part of a planning
company’s total resources planning.  Estimating the demand and
It influences and to influenced by supply of manpower for the
business plans, interacts with future to achieve a company’s
organizational plans, and objectives
contributes to business decisions
concerning, for example, the  Assuring availability of a
development of new products, sufficient number and quality
markets, facilities, and production of motivated manpower
process, as well as mergers and
acquisitions.” – Cash and Fischer,
1987
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 Assisting in utilization of HR  Helps to implement the

in a cost-effective and efficient business strategy
manner  Minimizes future risks and
 Development of mechanism to uncertainty
monitor and evaluate the  Succession and replacement
implementation of HR planning plan
 Maximizes the benefits linkage
with other organizational
functions
 Promotes awareness of HR
activities

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Environmental SWOT Analysis

Analysis
Current HR skills
Determining HR and knowledge: HR
objectives and Inventory and HRIS
policies
Determination of
HR demand and
HR Forecast
supply

R&S, socialization,
Action Plan T&D, JA & JE, Transfer
& promotion, career
development
Compare HR objective
Control and
with achievement
Evaluation
Monitoring the degree
of attainment of HR
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 Human Resource Inventory

 Human Resource Information
System (HRIS)
 Succession Planning
 Job Analysis

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 Updated information  To assist HR inventory

 Inventory: Personal data,
 For quick / timely information
educational qualifications, history
of employment, results of  Information categories
performance appraisal and career  Basic and non-confidential
goal. information
 Facilitates the assessment of the  General information with salary

current skilled workforce  Confidential information with

 Useful to determine
salary
 Extended Confidential
 Need of special type of
information with salary
manpower
 Special treatment for

talented manpower
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 Organization success ?  Defining a job in terms of tasks of

 In past, only focus on other
tasks or behaviours, and
resource planning  Specifying the education, training
 Forecasting potential managers and responsibilities needed to
for future promotion in the perform job successfully
higher management levels  Job Description
 Development of managers  job information
 Thus management planning  Job Specification
 Why?  Information on individual traits
 Job Evaluation
 Relative worth of job

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 Strategic business plan and

future business activities leads
demand of HR
 Forecasting methods depends
 Time frame
 Size of organization
 Accuracy of information

Techniques:
 Judgmental forecasting

 Statistical Techniques

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 Delphi Techniques  Managerial estimate Technique

 Accumulation of expert opinion /  Used by top manager
consensus with the help of  Top – down approach
intermediary  Bottom – up approach
 Experts’ independent work.

 Nominal Group Technique

 Team decision-making process
 Writing independent idea –
present to group – independently
ranking (voting) ideas –
 Ranking to reaching a consensus
and to avoid dysfunctional
conflicts.

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 Simple linear regression  Internally and externally

analysis Methods of forecasting
 Relationship is established with  Judgmental technique
past level of activities.
 Statistical Technique
 Then future demand is predicted

 Multiple linear regression

analysis
 Extended version
 Ratio – trend analysis
 Work study
 Time series analysis

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 Replacement planning  Markov Analysis

 Prediction of internal supply  Markov matrix deriving transition
 Replacement chart rates helps to forecast the supply
 Potential vacancies? of HR
 Positions to be filled urgently  Gain and loss Analysis
 Potential candidates
 Estimating future supply on the
 Succession planning basis of GAIN and LOSS

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 Point out any four tools for

human resource forecasting in
organizations. (2010)
 List out three tools while
estimating human resource
supply forecast. (2009)

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 Define human resource

planning. What are the steps in
human resource planning?.
Explain. (2009)

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