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Steps in Human Resource Planning

Human resource planning is a six-step process that ensures the right candidates are matched to the right jobs. The steps include: 1) analyzing organizational objectives to understand future work, 2) taking inventory of current employees, 3) forecasting human resource demand and supply, 4) estimating manpower gaps between needs and available staff, 5) formulating an action plan to address deficits or surpluses, and 6) monitoring the plan, updating inventories, and providing feedback.

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605 views2 pages

Steps in Human Resource Planning

Human resource planning is a six-step process that ensures the right candidates are matched to the right jobs. The steps include: 1) analyzing organizational objectives to understand future work, 2) taking inventory of current employees, 3) forecasting human resource demand and supply, 4) estimating manpower gaps between needs and available staff, 5) formulating an action plan to address deficits or surpluses, and 6) monitoring the plan, updating inventories, and providing feedback.

Uploaded by

shalini
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Steps in Human Resource Planning

(explained with diagram)


Steps in Human Resource Planning (explained with diagram)!
Human resource planning is a process through which the right candidate for
the right job is ensured. For conducting any process, the foremost essential
task is to develop the organizational objective to be achieved through
conducting the said process.
Six steps in human resource planning are presented in Figure 5.3.

1. Analysing Organizational Objectives:


The objective to be achieved in future in various fields such as production,
marketing, finance, expansion and sales gives the idea about the work to be
done in the organization.
2. Inventory of Present Human Resources:

From the updated human resource information storage system, the current
number of employees, their capacity, performance and potential can be
analysed. To fill the various job requirements, the internal sources (i.e.,
employees from within the organization) and external sources (i.e.,
candidates from various placement agencies) can be estimated.
3. Forecasting Demand and Supply of Human Resource:
The human resources required at different positions according to their job
profile are to be estimated. The available internal and external sources to
fulfill those requirements are also measured. There should be proper
matching of job description and job specification of one particular work, and
the profile of the person should be suitable to it.
4. Estimating Manpower Gaps:
Comparison of human resource demand and human resource supply will
provide with the surplus or deficit of human resource. Deficit represents the
number of people to be employed, whereas surplus represents termination.
Extensive use of proper training and development programme can be done to
upgrade the skills of employees.
5. Formulating the Human Resource Action Plan:
The human resource plan depends on whether there is deficit or surplus in
the organization. Accordingly, the plan may be finalized either for new
recruitment, training, interdepartmental transfer in case of deficit of
termination, or voluntary retirement schemes and redeployment in case of
surplus.
6. Monitoring, Control and Feedback:
It mainly involves implementation of the human resource action plan.
Human resources are allocated according to the requirements, and
inventories are updated over a period. The plan is monitored strictly to
identify the deficiencies and remove it. Comparison between the human
resource plan and its actual implementation is done to ensure the appropriate
action and the availability of the required number of employees for various
jobs.

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