2. INTRODUCTION
Human Resource planning is a process
that identifies current and future human
resources needs for an organization to
achieve it goal.
Link between Human Resources
management and strategic plan of an
organization.
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3. INTRODUCTION
HR strategy should aim to capture “the
people elements” of what an organization is
hoping to achieve in medium to long term, i.e
Right people in right place
Right mix of skill
Employees display the right attitudes and
behaviors.
Employees are develop in right way.
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4. CONTENT
Bulla and Scott (1994), Human resources
planning is the process for ensuring that the
human resources requirement of an
organization are identified and plans are made
for satisfying those requirements.
Reilly (2003) defined work force as : “A process
in which an organization attempt to estimate the
demand for labour and evaluate the size, nature
and sources of supply to meet the demand.
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5. PROCESS
STRATEGIC HUMAN RESOURCE PLANNING has four
steps:
Assembling the current hr capacity.
Forecasting HR requirements.
Gap analysis.
Developing HR strategic to support
organizational strategies.
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6. MERITS
The cooperate organization regarding
expansion, diversification, technological change,
should be backed up by the availability of
human resources. It suggests modification in
the plan when the expected manpower is not
available.
It offsets uncertainly and changes to the
maximum possible and enables the society to
have right men at right time and in the right
place.
It facilitates the control of all functions,
operations, contribution and cost of human
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7. MERITS
It provides scope for advancement and
development of employees through training,
development etc.
It helps to satisfy the individual needs of the
employees for the promotions transfers,
salary enhancement, better benefits etc.
It helps to take steps to improve human
resource contributions in the form of
increased productivity, sales, turnover etc.
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9. CONCLUSION
While HR strategies must be developed
to support the achievement of
organization’s objectives. To develop
and implement HR strategies without
having regard for the goal and
objectives which the organization has
explicity or implicity identified.
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