HRP is process by which an organisation ensures that it has the right number & kind of people at the right place and at the right time , capable of effectively and efficiently completing those tasks that help the organisation achieve its overall objectives.

HRP is the process of forecasting a firm’s future for, and supply of the right type of people in the right number.

Voluntary quitsRetirement

Growing unemploymentTechnological changesPromotion, Transfer

Death Marriages

Expansion & Diversification

Need for HRP

Concept of HRP

Importance of HRP

Prepare people for future

Expand or ContractReservation of Talent

Succession planningExpand or Contract

Cut costs

International Strategies

Increasing investment in HR

Benefits of HRP

1. Improve the utilization of human resources.

2. Match human resource related activities and future organization objectives efficiently.

3. Achieve economies in hiring new workers.

4. Coordination between various hr programs such a employment equity plan and hiring needs

5. Setting the strategic direction designing the human resource management system 

6. planning the total workforce generating the required human resource 

7. Investing in human resource developing and performance

Organizational objectives & policies

HR supply forecastHR Demand forecast

HRP implementation

HR programming

Control and evaluation of programme

ShortageRecruitment and

selection

Surplus Restricted Hiring,

VRS, Layoff

Environmental Scanning Environment scanning refers to the systematic monitoring of the external forces influencing the organization. Managers monitor several forces but the following are pertinent for HRP : 

Economic factors Technological factors Demographic factors Political factors & legislative issue Social factors By scanning the environment for changes, managers can anticipate their impact & adjustment early.

HRP-Process

Product demand Economies Technology

Financial Resources Attrition

Organizational Growth Management Philosophy

Forecast Demand

Techniques Trend Analysis Managerial Estimate Delphi Technique

Recruitment Shortage

Full timePart timeRecalls

Reduction (Surplus)

TerminationLayoffsDemotionsRetirement

Staffing Tables Markov Model

Skill Inventories Management Inventories Replacement Charts Succession planning

Supply Forecast

ExternalDemographic ChangesEducation of WorkforceLabour MobilityGovernment PoliciesUnemployment Rate

HRP-Model

Balance DemandAnd Supply

  Resistance by employer & EmployeesUncertainties

Inadequate info system

Problem in HRP

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”

Meaning: Recruitment is the activity that links the employers and the job seekers. A process of finding and attracting capable applicants for employment

• Complies with government policies• Provides job security• Provides employee development opportunities• Flexible to accommodate changes• Ensures its employees long-term employment opportunities• Cost effective for the organization

A good recruitment policy

Recruitment

Internal

External

1. Present Employees2. Retrenched Employees3. Dependents of Deceased4. Disabled & Retired Employees.

Traditional Sources

1. Campus recruitment 2. Consultants3. Private Placements4. Public employment exchange5. Professional associations6. Trade unions7. Job fairs

Internal

1. Employee Referrals

External

1. Walk in2. Consult in3. Head Hunting4. Body Shopping5. M & A6. Online & Tele7. Outsourcing

Modern Sources

Methods ofRecruitment

RecruitmentProcess

•Identify vacancy•Prepare job description•Person specification•Advertising the vacancy•Managing the response•Short-listing•Arrange interviews

• The recruitment policies, sources & methods have to be evaluated from time to time

• Successful recruitment program shows– No. of successful placements– No. of offers made– No. of applicants– Cost involved– Time taken for filling up the

position

Evaluation of a Recruitment Program