1.
Future-Oriented
Human resource planning is prepared to assess the future requirement of the
workforce in the organization. It helps identify the size and composition of
resources for future purposes.
2. Continuous Process
Human resource planning is a continuous process. The human resource
planning prepared today may not be applicable for the future due to the ever-
changing external forces of the environment. Hence, to address such
changing factors, human resource planning needs to be revised and updated
continuously.
3. Optimum Utilization of Human Resources
Human resource planning focuses on optimum utilization of resources in the
organization. It checks how employees are utilized productively. It also
identifies employees’ existing capabilities and future potentialities to perform
the work.
4. Right Kinds and Numbers
Human resource planning determines the right number and kind of people at
the right time and right place who can perform the required jobs. It also
assesses the future requirement of human resources for the organizational
objective.
5. Determination of Demand and Supply
Human resource planning is determining the demand for and supply of
human resources in the organization. Then a match between demand and
supply estimates the optimum level of human resources.
6. Environmental Influence
Environmental changes influence human resource planning; hence, it is
updated as per the change occupied in the external environment.
7. Related to Corporate Plan
Human resource planning is an integral part of the overall corporate plan of
the organization. It can be formulated at strategic, tactical, and operational
levels.
8. A Part of the Human Resource Management System
As a part of the total human resource management system, human resource
planning is regarded as a component or element of HRM concerned with the
acquisition and assessment of the workforce. It serves as a foundation for the
management of human resources effectively and efficiently.
FACTORS TO BE CONSIDERED IN HUMAN RESOURCE
PLANNING
Employment
The employment situation of any country affects HRP in different ways, i.e. in
countries where there is greater unemployment; there may be more pressure
on the organisation, from the government to appoint more people. Similarly,
there are some organisation’s may force a shortage of skilled labour and they
may have to appoint people from other countries.
Technical Changes in Society
Technology changes at a very fast pace and new people having the required
knowledge are required for the organisation. In some cases, the organisation
may retain existing employees and train them the new technology but in some
cases, the organisations have to remove existing people and appoint new.
Organisational Changes
Changes take place within the organisation from time to time i.e. the company
diversify into new products or close down business in some areas etc. In all
such cases, the HRP process of appointing or removing people will change
according to the situation.
Demographic Changes
Demographic changes refer to things referring to age, population, the
composition of workforce etc. From every organisation, a number of people
retire every year. A new batch of graduates with specialization turns out every
year and this will affect the existing workforce.
Shortage of Skill due to Labour Turnover
The accuracy in human resource planning may reduce the cases of high labour
turnover rate but if some error is there in the process, it will affect the
organisation badly.
Multicultural Workforce
Workers from different countries and different cultural background travel to
other countries in search of a job. It is very important for organisations to
consider all these things when they are planning about human resources.
