He further includes the plans and strategies developed for the purpose of maintaining the desired number of employees in the organization and the employee-centered issues like incentives, motivation etc in the scope of human resource planning.
HRP is therefore a title attributed to the organizational activities on the part of employers to review the labor needs of organization, which may be current or potential and then devise new strategies or revise the existing plans in order to fulfill the needs of organization. It may imply that an organization is supposed to assess employees' personal needs and potential such as the employment benefits, job appraisals, workplace environment and other motivating factors along with the organizational requirements in order to best structure the plan for human resources. If an organization completes its planning for human resources without any consideration to the needs of human resources, it might not prove to be a success because the accurate evaluation of demand and supply of labor is not a guarantee that the organization would be able to fulfill the organizational needs in future. ...
Purpose of Human Resource Planning
The human resource planning is an effective means to analyse any approaching contingencies and threats to the goals of the organization. Mullins (1996) explains that proper assessment and analysis of employee deficiency and efficiency can lead to before time evaluation of problems threatening the accomplishment of organizational objectives. He further states that the purpose of this planning is to enable an organization to determine and resolve the labor-related issues before they can actually occur.
The chief objectives of human resource planning as illuminated by Bramham (1987) and Mullins (1996), are summarized below:
To provide an organization with the necessary information and assessment regarding the employees not quantitative but also qualitative in nature. For instance, the expertise, qualification, experience and other qualities that an organization needs.
To assist an organization on the way to determine, analyze and devise effective training and development programs in order to make the existing and potential employees capable to be utilized for the accomplishment of organizational objectives. This should not only indicate a specific type of training program, but also specify their length, duration, and dimensions.
To enable the management to realize the needed quantity and quality of workforce in order to avoid under or over staffing that may result in higher costs for the organization. This type of planning helps an organization to find suitable ways to reduce the cost on employees by staffing efficient and skilled workplace and emphasizing on quality rather than quantity.
To allow the organization to foresee the future competition and market requirements that might need the contribution of skilled