Study Notes: Chapter 5.docx

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17 Apr 2012
Department
Course
Professor
Chapter Five: Human Resource Planning
MHR Notes
Human Resource Planning (HRP) the process of forecasting future human resource
requirements to ensure that the organization will have the required number employees
with the necessary skills to meet strategic objectives
Strategic Planning determining how many people will be available to implement and
carry out operations to achieve an organization’s objectives (eg. Building new plants
influences the number and type of positions to be fulfilled)
***failure to properly integrate HRP with strategic planning could result in severe
consequences
Environmental Scanning monitoring external factors (eg. Market, demographic and
technological trends)
Steps in HRP
1. Forecasting future human resources needs (demand)
2. Forecasting the availability of internal and external candidates (supply)
3. Planning and implementing HR programs to balance supply and demand
Step 1 (in detail)
In order to meet an organization’s objectives, they must predict how many and what
skills need to be required by its employees (and potential ones too). Factors that need to
be considered when determining how many employees are needed include:
1. Projected turnover (due to resignations and turnovers)
2. Quality and nature of employees (in relation to what management sees as the
changing needs of the organization)
3. Decisions to upgrade the quality of products and services or to enter into new
markets
4. Planned technological and administrative changes (that could increase productivity
and decrease employment)
5. The amount of financial resources available
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