Human Resource Planning
Robbins (1998) defines Human Resource Planning as “The process by which an organization ensures that it has the right number and kind of people at the places, at the right time, capable of effectively and efficiently completing these tasks that will help the organization achieve its overall objectives”. It is the procedure of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements.
According to Tripathi, “Human Resource planning may be defined as a strategy for the procurement, development, allocation, and utilization of an enterprise’s human resources”. The objective of HR planning is to make sure the greatest fit between employees and jobs while avoiding manpower shortages or surpluses.
Human Resource Planning defined as the process of assessing the organization’s human resources needs in the light of organizational goals and making plans to ensure that a competent, stable workforce is employed. Human resource planning is closely linked to the staffing process and also an internal assessment of current jobs and skills, which results in an assessment of all workers positions in the organization. To function smoothly and efficiently, organizations must be able to anticipate and cope with employee’s jobs, skills, promotion, and resignation and so on. Plans must be made to manage these internal shifts or losses in human resources, as well as the deliberate expansion or reduction of particular departments.