Human resource planning (HRP) is the continuous process

of systematic planning ahead to achieve optimum use of an

organization's most valuable asset—quality employees.
Human resources planning ensures the best fit between
employees and jobs while avoiding manpower shortages or
surpluses.
Need for Human Resource planning
1.Shortage of Skills: These days we find shortage of skills
in people. So it is necessary to plan for such skilled
people much in advance than when we actually need them.
Non-availability of skilled people when and where they
are needed is an important factor which prompts sound
Human Resource Planning.

2.Frequent Labor Turnover: Human Resource Planning is

essential because of frequent labor turnover which is
unavoidable by all means. Labor turnover arises because of
discharges, marriages, promotion, transfer etc which
causes a constant ebb and flow in the workforce in the
organisation.

3.Changing needs of technology: Due to changes in

technology and new techniques of production, existing
employees need to be trained or new blood injected into an
organisation.

4).Changes in organisation design and structure: Due to

changes in organisation structure and design we need to
plan the required human resources right from the
beginning.
 HRP process

Recruitment Definition
Recruitment is defined as a process of discovering reliable
sources of contacting desirable employees which meets the
staffing requirements of the organization. Through recruitment
process the organization can attract the adequate number of
manpower to facilitate the effective selection process and
joining of efficient work force.

according to Edwin Flippo - Recruitment is the process of

searching for prospective employees and stimulating them to
apply for jobs in the organization.
 Job Enrichment
This is the method where the motivators are added to the
existing job. Like adding skill variety, extra tasks, giving
feedback,meaning to the job, and increasing autonomy.
Through this method, the job is made more meaningful for
the employee.lf you are getting confused between job
enlargement and job enrichment here is the difference: job
enlargement makes the jobmore motivating by broadening
the job of the employees, whereas job enrichment is
when we are adding motivators to the
existing job of the employee.
Benefits for job enrichment are:

Increase satisfaction: when the meaning of the job is

enhanced then the employee is more satisfied with the job.
As the intensity and scope of the work have been increased
, employees feel happier with the job.

Better psychological states: It leads to increased

meaningfulness for the work which leads to high-quality
results from the employee. And increased employee
experience.
advantages of e recruitment

1) No intermediaries.

2) Lower costs to the organization.

3) Online Job posting is cheaper than advertising in

the newspaper.

4) Facilitates the recruitment with the required skills

 .Job Simplification
It is the process where a few tasks are removed from the
job to make the job more focused on the main job. The
aim behind this method is to initiate improved work
methods that can maximize the output along with
minimizing expenses and costs.

Obviating unnecessary work: as we studied earlier that 34

% of the employees said they wasted time because
of long hours. These long hours are taken by work that is
unnecessary and that does not fetch any output or
profit. Hence, removing such work will help the employee
do the important required work

Make employee more focused: when the extra work is

removed employee is left with important and output-
driven work, which brings more profit and minimizes the
cost of the employee. Till inow you have got a lot of
information about job design, what is job design definition,
what are the steps planan job design, and what are the
methods of job design. This information is imperative for
not only Human Resource professionals but for every
working professional, as it is planned for them, they should
know why is it being done or what is the benefit of Job
design.
 Job Evaluation
A job evaluation is a systematic way of determining the
value/worth of a job in relation to other jobs in an
organization. It tries to make a systematic comparison
between jobs to assess their relative worth for the
purpose of establishing a rational pay structure.
process
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 job Evaluation method
Non-analytical Job Evaluation Methods
1.Ranking Method: This is the simplest and an inexpensive
job evaluation method, wherein the jobs are ranked from
he highest to the lowest on the basis of their importance
in the organization. In this method, the overall job is
compared with the other set of jobs and then is given a
rank on the basis of its content and complexity in
performing it.Here the job is not broken into the factors,
an overall analysis of the job is done.
2.Job Grading Method: Also known as Job-Classification
Method. Under this method the job grades or classes are
predetermined and then each job is assigned to these and
is evaluated accordingly. For Example Class, I, comprise of
the managerial level people under which sub-classification
is done on the basis of the job roles such as office
manager, department managers, departmental supervisor,
etc. Analytical Job Evaluation Methods
1.Factor-Comparison Method: Under this method, the job is
evaluated, and the ranks are given on the basis of a series
of factors Viz. Mental effort, physical effort, skills required
supervisory responsibilities, working conditions, and other
relevant factors. These factors are assumed to be constant
for each set of jobs. Thus, each job is compared against
each other on this basis and is ranked accordingly.
2.Point-Ranking Method: Under this method, each job’s key
factor is identified and then the subfactors are
determined. These sub-factors are then assigned the points
by its importance. For example, the key factor to perform
a job is skills, and then it can be further classified into sub-
factors such as training required, communication skills,
social skills, persuasion skills, etc.
 HRM
Human resources management (HRM) is a management
function concerned with hiring, motivating and maintaining
people in an organization. It focuses on people in
organizations. Human resource management is designing
management systems to ensure that human talent is used
effectively and efficiently to accomplish organizational
goals.
According to the Invancevich and Glueck, “HRM is
concerned with the most effective use of people
to achieve organizational and individual goals. It is the way
of managing people at work, so that they give
their best to the organization”

Objectives of HRM

1)To provide organization with well-trained and well-

motivated employees

2) To increase the employees satisfaction and self-

actualization

3) To develop and maintain the quality of work life

4) To communicate HR policies to all employees.

5)To help maintain ethical polices and behavior.

 function of HRM
Strategic HR Management: As a part of maintaining
organizational competitiveness, strategic planning for HR
effectiveness can be increased through the use of HR
metrics and HR technology.human resource planning (HRP)
function determine the number and type of employees
needed to accomplish organizational goals
2) Equal Employment Opportunity: Compliance with equal
employment opportunity (EEO) laws and regulations
affects all other HR activities.
3) Staffing: The aim of staffing is to provide a sufficient
supply of qualified individuals to fill jobs in an organization.
Job analysis, recruitment and selection are the main
functions under staffing.
4)Talent Management and Development: Beginning with
the orientation of new employees,talent management and
development includes different types of training.
Orientation is the first step towards helping a new
employee to adjust himself to the new job and the
employer.
5) Total Rewards: Compensation in the form of pay,
incentives and benefits are the rewards given
to the employees for performing organizational work.
Compensation management is the methodfor determining
how much employees should be paid for performing
certain jobs.
6) Risk Management and Worker Protection: HRM
addresses various workplace risks to
ensure protection of workers by meeting legal
requirements and being more responsive to concerns
for workplace health and safety along with disaster and
recovery planning
 Recruitment Process
1) Identify the Recruitment Needs through Job analysis
1) Recruitment or Manpower Planning
2) Writing or Creating a Right Job Description
3)Advertisement for Open Job Vacancies
4) Screening of Job Applications

5)Initial Short- Listing of the Candidates

6) Conducting Interviews

7) Assessment of the Applicant

8)Reference / Background Check

9)Issuance of Job Offer Letter

10)Joining & On-boarding

Disadvantages of Online E-Recruitment

1) There is low and no access and lack of awareness of

internet in many locations across India.

2) Screening and expertise mapping and validness of million of

resumes is an issue and tedious exercise for associations.

3) Organizations cannot be dependant solely and totally on the

online e-recruitment methods.