Index IntroductionHuman Resource PlanningConclusionIndore Institute of Law (Affiliated to davv & bar Council of India) bball.b(hons.) Vth sem Mrs.Bharti Mishra Concept of Human Resource Planning Contents 1. introduction 2.research objectives 3.research methodology 4.purpose of the project 5.definition 6.human resource management 7.stages of the human resource planning process 8.need for human resource planning 9.importance of resource planning human resources 10.strategic human resources planning 11.conclusionSay no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay IntroductionFirst we will take a look at what human resource planning is in general and what it means in a theoretical way, then we will take a look at the practical aspect by taking the example of the company oyorooms. In this company in the human resources department there are different levels: first there is the head of human resources and then there are many sub-chapters under the head who deal with the different jobs i.e. distribution of salaries, hiring of the employee and welfare of the employee . The objective of good human resource planning sources of any organization, makes it clear that there is a basic idea behind selecting the topic "Employee Hiring, Salary Distribution and Employee Welfare" is to study how employees are hired . Today, organizations are inventing new techniques for hiring people. Then study how the actual process takes place in the organization. However, HR forgets to set goals for the HR Department. Just like inspiration, you can find Goals and Objectives. The method of approach adopted for the same would be as follows: Elaborate the various steps and procedures involved. To contact various companies and collect information. Collect secondary information such as magazines, newspapers, Internet. This project aims to discover and analyze the human resource planning and process in the organization. They are not the real lenses to use as they are supplied. They just inspire. They help build the modern human resource management function in the company. Don't follow them blindlyHuman resource planningHuman resource planning (HRP) is the process of forecasting the organization's future human resource requirements and determining how the organization's existing human resource capacity can be used to meet those requirements. It therefore focuses on the basic economic concept of supply and demand in the context of the organisation's human resource capacity. It is the HRP process that helps the management of the organization to meet the future demand for human resources in the organization by providing the appropriate people in appropriate numbers at the appropriate time and place. Furthermore, it is only after proper analysis of the According to the HR requirements, the recruitment and selection process can be initiated by the management. Furthermore, HRP is essential to successfully achieve the organization's strategies and objectives. In fact, since the element of organization's long-term strategies and objectives is widely associated with human resource planning nowadays, human resource planning has now become strategic human resource planning. Although human resource planning may seem like a fairly simple process of managing numbers in terms of the organization's human resource needs, however, the actual task may result in the HR manager facing many obstacles duethe effect of the current workforce in the organization, pressure to achieve business objectives and the prevailing workforce market conditions. Human resource planning, therefore, helps the organization in many ways as follows: HR managers are at a stage of anticipating the needs of the workforce rather than getting surprised by the change of events Avoid the company falling into the trap of the changing workforce market, a common concern across all industries and sectors Working proactively as an expansion into the workforce market is not always concurrent with the organization's workforce needs in terms of professional experience, talent, skill, etc. Organizations in the growth stage may face the challenge of meeting the need for a critical set of skills, competencies and talent to meet their strategic objectives so that they can be well prepared to meet human resource needs. Considering organizational objectives, the Human resource planning allows the identification, selection and development of talent or skills required within the organization. It is therefore appropriate for the organization to opt for human resource planning to avoid unnecessary obstacles to the needs of the workforce. An HR consultancy firm can provide the organization with a comprehensive human resources assessment and planning to meet its future needs in the most cost-effective and timely manner. Current Supply of Human Resources: Assessing the current availability of human resources in the organization is the most important step in Human Resources Planning. It includes a comprehensive study of the organization's human resource strength in terms of numbers, skills, talents, competencies, qualifications, experience, age, assignments, performance ratings, designations, grades, compensation, benefits, etc. At this stage, the consultants can conduct in-depth interviews with managers to understand the critical HR issues they face and the workforce capabilities they consider critical or crucial to various business processes. Future Human Resource Demand: Analyzing the company's future workforce requirements is the second step in human resource planning. All known HR variables such as attrition, layoffs, foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into account when determining future demand for human resources. Additionally, some unknown workforce variables such as competitive factors, resignations, sudden transfers, or layoffs are also included in the scope of the analysis. Demand Forecast: The next step is to match the current supply with future demand for human resources and create a demand forecast. In this case, it is also essential to understand the business strategy and long-term objectives so that the workforce demand forecast is such that it is aligned with organizational objectives. HR Sourcing Strategy and Implementation: After examining the gaps in the demand and supply of human resources, the HR consultancy firm develops plans to fill these gaps as per the demand forecasts created by them. This may include conducting employee communications programs, relocation, talent acquisition, recruiting and outsourcing, talent management, training and coaching, and policy review. The plans are then implemented taking into consideration the trust of the managers so as to make the execution process smooth and efficient. Here, it is important to note that all regulatory compliances andlawyers are followed by consultants to avoid any unpleasant situation coming from the employees. Therefore, a properly conducted HR planning process by an HR consultancy firm helps the organization to achieve its goals and objectives in a timely manner with the right HR force in action. The need for HRP may arise due to the following reasons: In India, unemployment is a major concern. The shortage of manpower and also that of the required skills and expertise has given rise to the need for human resource planning. It is useful for a regular and continuous supply of workers when a huge number of employees retire, or leave the company, or perhaps are unable to work due to psychological or physical ailments. There is a need for human resource planning when there is an increase in employee turnover, which is obvious. Some examples of this turnover are promotions, marriages, end of contract, etc. Technological changes lead to a chain of changes in the organization, right from skills, product methods to administration techniques. These changes lead to an overall change in the number of employees required and with a completely different skill set. This is where Human Resource Planning helps the organization deal with the necessary changes. Human resource planning is necessary to meet a company's needs for diversification and growth. Human resource planning is needed to scale resources when there is a labor shortage. Likewise, in case of excess resources, it helps to redistribute them to other projects in the company. After the need for an HR program, it provides the company with the right kind of workforce at the right time and in the right numbers. By finding a balance between demand and supply of resources, HRP helps in optimal utilization of resources and also in reducing labor costs. Cautiously predicting the future helps you better monitor your workforce, thus avoiding pitfalls. Help the organization develop a succession plan for all its employees. This creates an avenue for internal promotions. It forces the organization to evaluate the weaknesses and strengths of the staff, thus forcing the management to take corrective measures. The organization as a whole benefits in terms of increased productivity, profit, skills, etc., thus giving it an edge over its competitors. it is useful to discuss its importance. In any human resource planning model there are 3 main elements that should be respected by management: Forecasting recruitment needs: There are several ways to forecast business needs, to know the exact number of employees needed to run the business. The factors to consider are the economic situation of a given country, the internal and external factors of an organization and the demand for the products. Evaluate the offering: In estimating this, there are two aspects, one is the evaluation of internal resources and the other is the potential or external resources. Of the two, external factors require special attention, including education, unemployment rate, and governing law. Evaluating these factors very carefully will help the organization fill the right resources at the right time with the right skills. Balance between supply and demand: This element of human resource planning is very important, as finding a balance between these two forces will help the organization understand whether there is a shortage or excess of available employees in a particular group. It also helps in understanding the full-time or part-time needs of the organization. Planning"..