Human resource planning systematically forecasts an organization’s future supply of, and demand for employees

Human resource planning systematically forecasts an organization’s future supply of, and demand for employees. As a human resource manager of an organization, the following methods and techniques would be followed in determining human resources requirements.

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Meaning and Concept of Human Resource Planning (HRP)

In simple words, HRP is a process of sticking balance between human resources required and acquired in an organization. In other words, HRP is a process by which an organization determines how it should acquire its desired manpower to achieve the organizational goal. Thus, HRP helps an organization have the right number and kind of people at the right place and right number times to successfully achieve its overall objectives. The quality of an organization is, to a large degree, considered merely the summation of the quality of people it hires and keeps. Therefore, before actually selecting the right people for right jobs, it becomes a pre-requisite to decide on the quantity and quality of people required in the organization. This is done through human resource planning.

Requirements for Effective HRP

Human resource planning is the process of predetermining human resource needs and choosing human resource actions to satisfy those needs. In order to make HRP more effective, the following elements should be taken into consideration or the following elements are required.

1. Formulation of business plan and their integration with HRP

First of all in order to meet the organizational goal, business plan should be formulated. After formulating business plan, planning about human resource should be done. Then after there should be integration between business plan and HRP.

2. Manpower Forecasting

On the basis of received information from job analysis, what is the real requirement of the job should be identified and on its basis manpower be forecasted using different techniques.

3. Top Management Support

HRM affects all types of organizational activities. Top management should extend total support to human resource planning. HRP should form an integral part of their personal and managerial philosophy.

4. Developing Manpower

Human resource planning is a professional job. People responsible for planning in human resource department should posses planning skilled. Continuous training and development should upgrade their skills.

5. Information System

An effective human resource information system (HRIS) should be established to provide up-to-date information about employees and jobs. It should contain the following data.

• Personal data: Employee’s personal factors
• Skills data: Employee’s education, training, capabilities etc.
• Position data: Occupational history of the employee.
• Compensation data: Data about remuneration of employee.
• Job data: Employee’s job description and job specification etc.

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You may also like this:

• Meaning and Concept of Human Resource Planning (HRP)
• Problems / Barriers to Human Resource Planning
• Approaches to Human Resource Planning
• Reasons for Preparing Human Resource Plan in an Organization
• Human Resource Planning is deciding in advance the future requirements
• Human Resource Management in System Perspective
• Concept and Factors Contributed for Development of HRM
• Concept of Human Resource Development

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Role Information System Occupies in HRP

Role Information System Occupies in HRP

Role of information system in HRP (Human Resource Planning) can be listed out as follows:

1. Human Resource Inventory Role: Human resource information systems help in preparing human resource inventory by providing the following information. 
1. Number of current employees by department, skills, service, level, age, etc.
2. Number of employee, joining and leaving with reasons for leaving
3. Labour turnover rates
4. Sickness and absenteeism rate
5. Salary bills including overtime, payer bills including overtime payments etc.
2. Human Resource Forecast Role: Human Resource information system helps to forecast human resource demand and supply. Various statistical and mathematical forecasting tools require information to be use. They can be
1. Statistical tool e.g. trend analysis
2. Mathematical tools
3. Econometric tools
4. Markov analysis etc.
3. Human Resource Development Role: Human Resource information system helps to identify person training, development promotion or transfer etc. It can be also used for succession planning and careers planning.
4. Job Analysis Role: Job analysis is the systematic investigation of job content. It provides information about jobs currently being done. It defines the jobs and behavior necessary to perform those jobs. It is the framework on which all human resource management activities are based. The information obtained from job analysis is helpful for job description and job specification.

Project Control System

We know that a project is a unique group of activities designed to attain specific objectives within the constraints of time, cost and quality performance.

Control is the continuous process of measuring, evaluating and correcting actual performance to achieve planned performance. It uses data supplied by monitoring and evaluation.

Project control system consists of setting standards of performance in terms of time, cost and quality; measuring actual project implementation performance; find and analyzing deviations between standards and actual performance; and taking corrective actions to achieve project objectives. Generally it is done at the activity level of the project. It is the process of overseeing the implementation of project plan.

Prequisites of Control System

1. Planning: Control is not possible without planning. Planning provides targets or standards for control. Standards are the starting point of control. They can be in terms of time, cost, quality and performance. They should be measurable, attainable, time bound and understandable.
• Planning and control are interrelated.
2. Information System: Control is based on feedback of performance information. An effective information system is an essential requirement of control. Information system is based on the internal reporting system of the organization and other sources. Projects should have Project Management Information System.
3. Organization Structure: Control requires a structure. The authority-responsibility relationships should be clearly defined to collect performance information, compare actual results with standards, identify deviations, and suggest corrective actions.
• A team can be used for control purposes.
4. Flexibility: The control system should be flexible. It should be capable of adjusting to environment changes.
5. Participation: All the members of the control team should take part in the control process. It should be based on participatory approach.
6. Timeliness: The reporting and feedback for control should be on time. If the information is not received at the right time, the control action will be ineffective. There is no point in "bringing a doctor after the death".

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