NOTES
Self-Instructional
Material 35
HR Planning
UNIT 5 HR PLANNING
Structure
5.0 Introduction
5.1 Objectives
5.2 Need, Scope and Process of HR Planning
5.2.1 Characteristics of HR Planning
5.2.2 Objectives of HR Planning
5.2.3 Importance of HR Planning
5.2.4 Process of HR Planning
5.2.5 Advantages of HR Planning Programmes
5.2.6 Limitations of HR Planning
5.2.7 Responsibility for HR Planning
5.3 Job Analysis
5.3.1 Purpose and Uses of Job Analysis
5.3.2 Contents of Job Analysis
5.3.3 Methods of Collecting Job Analysis Data
5.3.4 Job Design
5.3.5 Job Description
5.3.6 Job Specification
5.3.7 Succession Planning
5.4 Answers to Check Your Progress Questions
5.5 Summary
5.6 Key Words
5.7 Self Assessment Questions and Exercises
5.8 Further Readings
5.0 INTRODUCTION
Since every organization is made up of people, acquiring their services, developing
their skills, motivating them to higher levels of performance and ensuring that they
continue to maintain their commitment to the organization are essential to achieve
organizational objectives. Those organizations that are able to acquire, develop,
stimulate and keep outstanding workers will be both effective and efficient. On the
other hand, those organizations that are ineffective or inefficient have the risk of
stagnating or going out of business. Human resource thus creates organizations
and makes them survive and prosper. If human resources are neglected or
mismanaged, the organization is unlikely to do well. Human resource planning has
thus become a crucial requirement in every organization. It involves predetermining
the future path of action selected from a number of different courses of action to
acquire, build up, administer and stimulate the human element of enterprise. It
identifies a deliberate choice of patterns of the humanization of work milieu in an
organization. In this unit, we will discuss the need, scope and process of HR
planning. We will also focus on the concepts of job analysis, job description, job
specification, and succession planning.
