DEFINITION, MEANING & IMPORTANCE OF HUMAN RESOURCE PLANNING - HUMAN RESOURCE MANAGEMENT THEORY

DEFINITION, MEANING & IMPORTANCE OF HUMAN RESOURCE PLANNING
BY
SMART LEARNING WAY

CONTENTS

Introduction of HRP

 Meaning of HRP

 Definition of HRP

 Importance of HRP

 Summary

 Bibliography 



INTRODUCTION

 “Manpower” or “human resource” may be thought of as “the total knowledge, skills, creative abilities, talents and aptitudes of an organization's work, force, as well as the values, attitudes and benefits of an individual involved it is the sum total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons;” of all the “MS” in management (i.e., the management of materials, machines, money, motive power), the most important is “M” for men or human resources.

 It is the most valuable asset of an organisation, and not the money or  physical equipment.

 It is in fact an important economic resource. Covering all human resources organized or unorganized, employed or capable of employment, working at all levels- supervisors, executives, government employees, “blue” and “white” collar workers, managerial, scientific, engineering, technical, skilled or unskilled persons, who are employed in creating, designing, developing, managing, and operating productive and service enterprises and other economic activities.

Human resources are utilized to the maximum possible extent in order to achieve individual and organizational goals. An organization’s performance and resulting productivity are directly proportional to the quantity and quality of its human resources.

MEANING & DEFINITION OF HRP

1) According to terry L. leap and Michael D. Crino, “HRP includes the estimation of how many qualified people are necessary to carry out the assigned activities, and what, if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future.

2)  The process by which management ensure that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives.

3) Human resource planning is “the process by which the management determines how an organization should move from its current to desired manpower position. Through planning, management strives to equip with the right number and the right kinds of people at right time to do things which result in both the organization and the individual receiving the maximum long-range benefit.”

4) Manpower planning is the strategy for the acquisition, utilization, improvement, and preservation of an enterprise’s human resources. It relates to establishing job specifications or the quantitative requirement of jobs determining the number of personnel required and developing source of manpower.”   ( G. stainer)

5)Coleman has defined human resources planning as” the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization.”

6) According to beach, “Human resource planning is a process of determining and assuming that the organization will have an adequate number of qualified persons, available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals involved.

7) Geisler opines, “ HRP is the process-including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places at the right time doing work for which they are economically most useful.”

8) Specifically,human resources planning is the process by which an organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Human planning translates the organization’s objective and plans into the number of workers needed to meet those objectives. Without a clear-cut planning, estimation of an organization’s human resource need is reduced to mere guesswork.

9) Having gone through above definitions, HRP can now be defined as the comparison of an organization's existing labour resources with forecast labour demand, and hence the scheduling of activities for acquiring, training, redeploying and possibly discarding labour. It seeks to ensure that an adequate supply of labour is available precisely when required.

10) Human resource planning (HRP) may be defined as a strategy for the acquisition, utilization, improvement and preservation of an enterprise’s human resources. It is the management activity aimed at coordinating the requirements for and the availability of different types of employees. This involves ensuring that the firm has enough of the right kind of people at the right time and also adjusting the requirements to the available supply.

11) Human resource planning ( HR planning ) is both a process and a set of plans.

12) The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset its human resources. The objective of human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses the three key elements of the HR planning process are forecasting labour demand, analyzing present labour supply, and balancing projected labour demand and supply.

13) Invostopedia says The HR plan needs to be flexible enough to meet short term staffing challenges, while adapting to changing conditions in the business and environment over the longer term human resource planning is also a continuous process.

14) The process by which management ensure that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives.

15) Rigourous defines  HR planning links people management to the organisation’s mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost.

16) R. Wayne money’s define HRP is the systematic process of matching the internal and external supply of candidates with job openings that a company anticipates over a certain period of time put simply, human resource planning is keeping up-to-date compilation of candidates inside and outside the company for future positions.

 17) According to Gordon Macbeath, manpower planning involves two stages. The first stage is concerned with the detailed “planning of manpower requirements for all types and levels of employees throughout the period of the plan,” and the second stage is concerned with” planning of manpower supplies to provide the organisation with the right types of people from all sources to meet the planned requirements.


IMPORTANCE OF HRP

         The significance of human resource planning can be discussed at 16 level.

•    Future personnel needs
•    Coping with change
•    Creating highly talented personnel
•    Protection of weaker sections
•    International strategies
•    Foundation for personnel functions
•    Increasing investments in human resources
•    Resistance to change and move
•    Other benefits
•    Part of strategic planning
•    Linking business strategy with operational strategy
•    Minimizing the risk of loosing
•    HRP needs for HRD
•    HRP is pro-active not reactive
•    HRP is not in isolation
•    HRP is promotes awareness


1.)Future personnel needs:-

        Planning is significant as it helps determine future personnel needs. Surplus or deficiency in staff strength is the result of the absence of a defective planning. The problem of excess staff has become so heavy that many units are restoring to VRS to remove the excess staff.

2)   Coping with change :-

          HRP enables an enterprise to cope with changes in competitive forces, markets, technology, products and government regulations. Such changes generate changes in job content, skill demands, and number and type of personnel. Shortage of people may be induced in some areas while surplus in other areas may occur.

 3) Creating highly talented personnel :-

        As was mentioned earlier, jobs are becoming highly intellectual and incumbents are getting vastly professionalized. L & T, an engineering giant, has MBA’S, engineers, technicians who collectively constitute 70% of the total employee strength of 20,000 the HR manager must use his \ her ingenuity to attract and retain qualified and skilled personnel.

4)  Protection of weaker sections :-

          Sc \ ST candidates, physically handicapped, children of socially and physically oppressed and backward-class citizens enjoy a given % of jobs not withstanding the constitutional provison which guarantees equal opportunities all.

5) International strategies :-

        HRP all will grow increasingly important as the process of meeting staff needs from foreign countries and the attendant cultural, language and developmental considerations grow complex.

 6) Foundation for personnel functions :-

        Manpower planning provides essential information for designing and implementing personnel functions, such as recruitment, selection, personnel movement and training and development.

 7) Increasing investments in human resources :-

        Another compelling reason for HRP is an investment an organization makes in its human resources. Human assets, as opposed to physical assets, can increase in value. An employee who gradually develops his \ her skills and abilities becomes a more valuable resource.

8) Resistance to change and move :-

        There is a growing resistance among employees to change and move. There is also a growing emphasis on self-evaluation and on evaluation of loyalty and dedication to the organization. All these changes are making it more difficult for the organization to assume that it can move its employees around anywhere and anytime it wants, thus increasing the importance and necessity of planning ahead.

 9) Other benefits :-

•    following are other potential benefits of HRP :-
•    Upper management has better view of the HRP dimensions of business decisions.
•    Personnel costs may be less because the management can anticipate imbalances before they  become       unmanageable and expensive.
•    More time is provided to locate source talent.
•    Better planning of assignments to develop managers can be done.
•    Major and successful demands on labour markets can be made.

10) Part of strategic planning :-

HR management must become an integral part of strategic management process. All activities of HRM-planning, hiring, training, remunerating and maintaining-must be merged with strategic management.
       
HR planning can become part of strategic planning at two ends. At the beginning of strategic planning, HRP provides a set of inputs into the strategic formulation process in terms of deciding whether the types and numbers of people are available to pursue a given strategy.

SUMMARY

          The need for and importance of human resource planning is explained by the fact that it maintains a fine balance between demand for and supply of human resources required to effectively complete those tasks that help organization achieve its objectives.

Bibliography

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