According
to E.W.Vetter (1999), Human resources planning is the process by which a
management determines how an organization should make from its current manpower
position to its desired manpower position. Through to ensures type of people,
in the right number, at the right number, at the right time and place that are trained
and motivate to do the right kind of work at the right time.
The following are the process/steps
involved in human resource planning;
Analyzing
organizational objectives, the objective to be achieved in future in various
fields such as production, marketing, finance, expansion and sales given the
ideas about the work to be done in the organize.
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 analyzed. To fill the various job requirements, the internal
sources like employees from within the organization and external sources like
candidates from various placement agencies can be estimated.
Forecasting
demand and supply of human resources, the human resources required at different
positions according to their job profile are to be estimated. The available
internal and external sources to fulfill those requirements are also measured.
There should be proper matching of job description and job specification of one
particular work and the profile of the person should be suitable to it.
Estimating
manpower gaps, comparison of human resource demand and human resource supply
will provide with the surplus or deficit of human resources. Deficit represents
the number of people to be employed, where as surplus represents termination.
Extensive use of proper training and development programme can be done to
upgrade the skills of employers.
Formulating
the human resource action plan, the human resource plan depends on whether
there is deficit or surplus in the organization. Accordingly, the plan may be
finalized either for new recruitment, training, interdepartmental transfer in case
of deficit of termination.
Monitoring
control and feedback, it mainly involves implementation of the human resource
action plan. Human resources are allocated according to the requirements, and
inventories are updated over a period. Comparison between the human resource
plan and its actual implementations done to ensure the appropriate action and
the availability of the required number of employees for various jobs.
………Done
by Faith Gabriella.
