Directorate of distance education master of business administration

UNIT II
Lesson 6 - Human Resource Planning
Lesson Outline
 
 
ӹ Significance of HRP
 
ӹ HRP process 
 
ӹ HR Gaps and Action plans 
 
ӹ Factors influencing HRP
 
ӹ Guiding principles for HRP
Learning Experience 
After reading this lesson you should be able to 
 
ӹ Understand the need for HRP
 
ӹ Know the processes involved.
 
ӹ Appreciate different methods of HR estimation.
 
ӹ Recall the guiding principles 
Introduction 
 
Though human resource means different things to different 
people, general agreement exists on its ultimate objectives - the most 
effective use of the scarce talent in the interests of the labour and the 
organization. 
According to Geisler, “Manpower planning (HRP) is the process 
– including forecasting, developing, implementing and controlling, by 
which a firm ensures that it has the right number of people and right 
kind of people, at the right place, at the right time, doing things for 
which they are economically most suitable”.

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Decenzo and Robbins have defined HRP as “Specifically, human 
resource planning is the process by which an organisation ensures that it 
has the right number and kind of people, at the right place, at the right 
time, capable of effectively and efficiently completing those tasks that 
will help the organisation achieve its overall objectives”.
Leap and Crino have defined HRP in the following manner: 
“Human resource planning includes the estimation how many qualified 
people are necessary to carry out the assigned activities, how many 
people will be available, and what, if anything must be done to ensure 
that personnel supply equals personnel demand at the appropriate point 
in the future.”
From the above definitions the following features of HRP can be 
identified. 
i.  HRP is a process which includes various aspects through which 
an organization tries to ensure that right people, at right place 
and at right time are available. 
ii.  It involves determination of future needs of manpower in the 
light of organizational planning and structure.  Determination 
of manpower needs in advance, facilitates managements to take 
up necessary actions. 
iii.  It does take into account the manpower availability at a future 
point in the organization.  Therefore, it indicates what actions 
can be taken to make existing manpower suitable for future 
managerial positions and how the gap between needed and 
available manpower can be fulfilled.