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Steps in Human Resource Planning (explained with diagram) by Smriti Chand Human Resources Advertisements: 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

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Steps in Human Resource Planning (Explained With Diagram)

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  • 5/22/2015 StepsinHumanResourcePlanning(explainedwithdiagram)

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    StepsinHumanResourcePlanning(explainedwithdiagram)bySmritiChandHumanResources

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    StepsinHumanResourcePlanning(explainedwithdiagram)!

    Humanresourceplanningisaprocessthroughwhichtherightcandidatefortherightjobisensured.Forconductinganyprocess,theforemostessentialtaskistodeveloptheorganizationalobjectivetobeachievedthroughconductingthesaidprocess.

    SixstepsinhumanresourceplanningarepresentedinFigure5.3.

    1.AnalysingOrganizationalObjectives:

    Theobjectivetobeachievedinfutureinvariousfieldssuchasproduction,marketing,finance,expansionandsalesgivestheideaabouttheworktobedoneintheorganization.

    2.InventoryofPresentHumanResources:

    Fromtheupdatedhumanresourceinformationstoragesystem,thecurrentnumberofemployees,theircapacity,performanceandpotentialcanbeanalysed.Tofillthevariousjobrequirements,theinternalsources(i.e.,employeesfromwithintheorganization)andexternal

  • 5/22/2015 StepsinHumanResourcePlanning(explainedwithdiagram)

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    sources(i.e.,candidatesfromvariousplacementagencies)canbeestimated.

    3.ForecastingDemandandSupplyofHumanResource:

    Thehumanresourcesrequiredatdifferentpositionsaccordingtotheirjobprofilearetobeestimated.Theavailableinternalandexternalsourcestofulfillthoserequirementsarealsomeasured.Thereshouldbepropermatchingofjobdescriptionandjobspecificationofoneparticularwork,andtheprofileofthepersonshouldbesuitabletoit.

    4.EstimatingManpowerGaps:

    Comparisonofhumanresourcedemandandhumanresourcesupplywillprovidewiththesurplusordeficitofhumanresource.Deficitrepresentsthenumberofpeopletobeemployed,whereassurplusrepresentstermination.Extensiveuseofpropertraininganddevelopmentprogrammecanbedonetoupgradetheskillsofemployees.

    5.FormulatingtheHumanResourceActionPlan:

    Thehumanresourceplandependsonwhetherthereisdeficitorsurplusintheorganization.Accordingly,theplanmaybefinalizedeitherfornewrecruitment,training,interdepartmentaltransferincaseofdeficitoftermination,orvoluntaryretirementschemesandredeploymentincaseofsurplus.

    6.Monitoring,ControlandFeedback:

    Itmainlyinvolvesimplementationofthehumanresourceactionplan.Humanresourcesareallocatedaccordingtotherequirements,andinventoriesareupdatedoveraperiod.Theplanismonitoredstrictlytoidentifythedeficienciesandremoveit.Comparisonbetweenthehumanresourceplananditsactualimplementationisdonetoensuretheappropriateactionandtheavailabilityoftherequirednumberofemployeesforvariousjobs.

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