Human Resources Planning
Planning for human resource is more important than planning for any other resource as demand for the later depends upon the size and structure of the former whether it is in a country or in an industry. Further ,management of human resources hardly begins from human resources planning .In fact it is the basis for most of the other functions.
Objectives of Human Resources Planning
The important objectives of manpower planning in an organization are
1. to recruit and retain the human resources of required quantity and quality.
2. to foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies
3. to meet the needs of the program of expansion, diversification etc.,
4. to foresee the impact of technology on work, existing employees and future human resources requirements
5. to improve the standards skill .knowledge,, ability, discipline etc.,
6. to assess the surplus or shortage of human resources and take measures accordingly.,
7. to maintain congenial industrial relations by maintaining optimum level and structure of human resources;
8. to minimize imbalances caused due to non-availability of human resources of right kind ,right number in right time and right place;
9. to make the best use of its human resources; and
10. to estimate the cost of human resources.
What is Human Resources Planning?
E.W Vetter viewed human resources planning as “ a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit”.
According to Leon C Megginson human resources planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.
Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources and
1. making necessary adjustments between these two and organizational plans ;and
2. foreseeing the possibility of developing the supply of human resources in order to match it with requirements by introducing necessary changes in the functions of human resources management .In this definition, human resource means skill knowledge, values, ability, commitment, motivation etc., in addition to the number of employees.
From India, New Delhi
7Planning for human resource is more important than planning for any other resource as demand for the later depends upon the size and structure of the former whether it is in a country or in an industry. Further ,management of human resources hardly begins from human resources planning .In fact it is the basis for most of the other functions.
Objectives of Human Resources Planning
The important objectives of manpower planning in an organization are
1. to recruit and retain the human resources of required quantity and quality.
2. to foresee the employee turnover and make the arrangements for minimizing turnover and filling up of consequent vacancies
3. to meet the needs of the program of expansion, diversification etc.,
4. to foresee the impact of technology on work, existing employees and future human resources requirements
5. to improve the standards skill .knowledge,, ability, discipline etc.,
6. to assess the surplus or shortage of human resources and take measures accordingly.,
7. to maintain congenial industrial relations by maintaining optimum level and structure of human resources;
8. to minimize imbalances caused due to non-availability of human resources of right kind ,right number in right time and right place;
9. to make the best use of its human resources; and
10. to estimate the cost of human resources.
What is Human Resources Planning?
E.W Vetter viewed human resources planning as “ a process by which an organization should move from its current manpower position to its desired manpower position. Through planning management strives to have the right number and right kind of people at the right places at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit”.
According to Leon C Megginson human resources planning is an integrated approach to performing the planning aspects of the personnel function in order to have a sufficient supply of adequately developed and motivated people to perform the duties and tasks required to meet organizational objectives and satisfy the individual needs and goals of organizational members.
Human resources planning may be viewed as foreseeing the human resource requirements of an organization and the future supply of human resources and
1. making necessary adjustments between these two and organizational plans ;and
2. foreseeing the possibility of developing the supply of human resources in order to match it with requirements by introducing necessary changes in the functions of human resources management .In this definition, human resource means skill knowledge, values, ability, commitment, motivation etc., in addition to the number of employees.
From India, New Delhi
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals.
According to Quinn Mills (1983), human resource planning is: “a decision-making process that combines three important activities: 1) identifying and acquiring the right number of people with the proper skills, 2) motivating them to achieve high performance, and 3) creating interactive links between business objectives and people-planning activities.”
From Bangladesh
According to Quinn Mills (1983), human resource planning is: “a decision-making process that combines three important activities: 1) identifying and acquiring the right number of people with the proper skills, 2) motivating them to achieve high performance, and 3) creating interactive links between business objectives and people-planning activities.”
From Bangladesh
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Human Resources Planning Checklist.doc
HUMAN RESOURCES PLANNING.pdf
Motivation and human resources.ppt