UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

Introduction
Though human resource means different things to different people, general
agreement exists on its ultimate objectives - the most effective use of the scarce talent in
the interests of the labour and the organization.
According to Geisler, “Manpower planning (HRP) is the process – including
forecasting, developing, implementing and controlling, by which a firm ensures that it has
the right number of people and right kind of people, at the right place, at the right time,
doing things for which they are economically most suitable”.
Decenzo and Robbins have defined HRP as “specifically, human resource planning
is the process by which an organisation ensures that it has the right number and kind of
people, at the right place, at the right time, capable of effectively and efficiently
completing those tasks that will help the organisation achieve its overall objectives”.
Leap and Crino have defined HRP as “Human resource planning includes the
estimation how many qualified people are necessary to carry out the assigned activities,
how many people will be available, and what, if anything must be done to ensure that
personnel supply equals personnel demand at the appropriate point in the future.”
From the above definitions the following features of HRP can be identified.
i. HRP is a process which includes various aspects through which an
organization tries to ensure that right people, at right place and at right
time are available.
ii. It involves determination of future needs of manpower in the light of
organizational planning and structure. Determination of manpower
needs in advance, facilitates managements to take up necessary actions.
iii. It does take into account the manpower availability at a future point in
the organization. Therefore, it indicates what actions can be taken to
make existing manpower suitable for future managerial positions and the
how gap between needed and available manpower can be fulfilled.
Significance of HRP
HRP is of primary nature and it precedes all other HRM functions. Without HRP
no other function can be undertaken in any meaningful way. HRP contributes in the
following ways in managing resources in an organization.