HR Planning: Chapter 37: Human Resource Planning

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Unit VII: Human Resource Management
Chapter 37: Human Resource Planning
Learning Objectives
After completion of each unit, students would be able to:
 Define meaning of human resource planning
 Discuss demand for human resource
 Explain supply of human resource
 Describe job analysis
 Explain job description
 Understand job specification

37.1 Introduction
Human resources planning (HRP) refers to classic HR administrative functions, as well as the major evaluation and identification of human resources requirements for meeting organisational objectives. The HRP also requires an assessment of the availability of the qualified resources that will be required. To ensure their competitive advantage in the marketplace as well as anticipate
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In the absence of such a plan it would be difficult to get the service of right kind of people when required.
Realising Organisational Goals: Proper planning should to be done to meet the needs of expansion programmes and growth strategy of the organisation.
Facilities Economic Development: Economic development is helpful in the generation of employment in educational reforms and in geographical mobility of talent.
Helps Fill the Gap: By identifying gaps in existing manpower human resources planning helps to develop suitable training programmes for building specific skills, required in future.
Promoting Employees: Promoting employees as per their work ability is an essential part of Human Resource Planning
Effective Utilisation of Human Resource: This database is useful for recognizing surplus and unutilized HRs and resources. It would add benefit in estimating the cost benefit analysis of HR.
37.2.4. Nature and Scope
The nature of human resource planning:
• Human resource planning (HRP) deals with the manpower needs of an organisation.
• It helps in discovering the unused talent presently available with the
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Job Analysis
Job analysis can be defined as a systematic process of collecting all information about the job for preparing of job description and job specification meant for the selection of employee, job satisfaction, and motivation etc.
Few important definitions of job-analysis are as under:
"Job analysis deals with the anatomy of the job. This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities involved in its performance; the conditions under which performance is carried on; the nature of the task; the qualifications required in the worker; and the conditions of employment such as pay, hours, opportunities and privileges" - Harry L. Wylie
"A Job is a collection of duties, tasks and responsibilities which are assigned to an individual and which is different from other assignment" - According to Dale Yoder
"Job analysis refers to the process of studying the operations, duties and organisational aspects of jobs in order to derive specification or, as they are called by some job description" - According to Michael J. Jucius
"Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job” - Edwin B.

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