Human Resource Planning The demand for human resource in an organization changes from time to time. When

demand and supply do not match difficulties in achieving the organizational objectives are encountered. Human resource planning is a system designed to eliminate the problem of demand and supply mismatch.

The procedure for HRP consist of the following: gather information, forecast demand for HR, forecast supply for HR, plan and conduct needed programs, and obtain feedback on the planning process.

There are external and internal factors that affect HRP. HRP must be undertaken in support of the corporate strategy. The various methods of forecasting the demand for HR are classified as either

judgemental or mathematical. There are two sources of manpower supply: external and internal. In determining supply, the following steps are necessary: 1. Skills inventory, 2.

Management inventory, 3. Anticipating changes in personnel. Manpower shortages, surpluses, and managerial succession confront the HR planner.

Certain programs must be considered to address them.Recruitment and Selection and Placement

Proper recruitment and selection are important to the overall success of HRM. Many of the possible problems regarding manpower may be avoided if these twin tasks are performed effectively.

After the decision to fill vacant positions has been made, recruitment follows. It is important that a sufficient number of recruits be gathered so that selection can be

effectively exercised. Recruitment can be made effective if certain basic requirements are in place. The extent of recruitment activities vary from organization to organization depending on

various factors including the size of the organization, employment conditions in the community, effectiveness of past recruitment efforts, working conditions, salary and benefits offered, and the growth of the organization.

Recruitment is a process consisting of several steps which usually begins with the preparation of the HR plan and ends with the evaluation of the recruitment efforts.

The organization can tap the internal and external sources of recruitment depending on the circumstances.

The external sources consist of advertising, employment agencies, campus recruiting, executive search firms, professional organizations, walk-in applicants and electronic recruiting.

Selection is that activity which makes sure that the best candidate is chosen to fill the vacancy.

The selection process consist of initial screening, completion of the application from, employment, tests, comprehensive interview, background investigation, physical examination, and final job offer.

Assessment centers and panel interview are two of the usual means of selecting managers.