Definition 1: - Need,
Availability, Supply=Demand
“HRP includes estimation of how
many qualified people are necessary to carry out the assigned activities, how
many people will be available, and what, if anything, must be done to ensure
personnel supply equals personnel demand at the appropriate point in the
future.”
Definition 2: - Right
numbers, Capability, Organization Objectives
“HRP is a 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.”
Definition 3: - Translation
of objectives into HR numbers“HRP is a process of translating
organizational objectives and plans into the number of workers needed to meet
those objectives.”
MEANING / PURPOSE OF HRP
·
In simple words HRP is understood as the process
of forecasting an organization’s future demand for and supply of the right type
of people in the right numbers.
·
It is only after HRP is done, that the company
can initiate and plan the recruitment and selection process.
·
HRP is a sub-system in the total organizational
planning.
·
HRP facilitates the realization of the company’s
objectives by providing right type and right number of personnel.
·
HRP is important because without a clear-cut
manpower planning, estimation of a organization’s human resource need is
reduced to mere guesswork.
NEED
& IMPORTANCE OF HRP
Forecast future personnel needs: To avoid the situations
of surplus or deficiency of manpower in future, it is important to plan your
manpower in advance. For this purpose a proper forecasting of futures business
needs helps you to ascertain our future manpower needs. From this angle, HRP
plays an important role to predict the right size of manpower in the
organization.
Cope 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, skills demands and
number of human resources required.
Creating highly talented personnel: Since jobs are becoming highly
intellectual and incumbents getting vastly professionalized, HRP helps prevent
shortages of labor caused by attritions. Further technology changes would
further upgrade or degrade jobs and create manpower shortages. In these situations
only accurate human resource planning can help to meet the resource
requirements. Further HRP is also an answer to the problems of succession
planning.
Protection of weaker sections: A well-conceived personnel
planning would also help to protect the interests of the SC/ST, physically
handicapped, children of socially oppressed and backward classes who enjoy a
certain percentage of employments notwithstanding the constitutional provisions
of equal opportunity for all.
International strategies: International expansion
strategies largely depend upon effective HRP. With growing trends towards
global operations, the need for HRP further becomes more important as the need
to integrate HRP more closely into the organization keeps growing. This is also
because the process of meeting staffing needs from foreign countries grows in a
complex manner.
Foundation of personnel functions: HRP
provides essential information for designing and implementing personnel
functions such as recruitment, selection, personnel development, training and
development etc.
Increasing investments in HR: Another importance is the
investment that an organization makes in human capital. It is important that
employees are used effectively throughout their careers. Because human assets
can increase the organization value tremendously as opposed to physical assets
Resistance to change & move: The growing resistance
towards change and move, self evaluation, loyalty and dedication making it more
difficult to assume that organization can move its employees everywhere. Here
HRP becomes very important and needs the resources to be planned carefully.
Other benefits: Following are the other benefits of HRP.
1.
Upper management has a better view of HR dimensions of
business
2.
Management can anticipate imbalances before they become
unmanageable and expensive.
3.
More time is provided to locate talent
4.
Better opportunities exists to include women and
minorities in future growth plans
5.
Better planning of assignments to develop managers
6.
Major and successful demands on local labor markets can
be made.
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