To increase the productivity of the organization, HRP assisting in the fulfilling the objectives of manpower requirement. HRP helps to link business strategy and its operation. HRP determines the required number and kind of people as well as determines the action plan for acquisition and development of human resources. The importance of HRP are:
1. Future personnel needs:
It ensures the availability of manpower for the smooth running of the organization. It acts as the tool for assuring the future availability of manpower in terms of number and kind.
2. Coping with change:
HRP helps to cope with the change associated with the external environmental changes. It helps to adopt the human resources to changing technological, socio cultural, political and economical factors.
3. Recruitment of talented personnel:
It helps to recruit and select the most capable manpower to fill job vacancies. It determines human resource needs, recruit, the additional personnel needed to perform the job effectively and efficiently.
4. Development of HR:
It finds out required skill in various level of job. It conducts various training and development programs so that the personnel perform the test effectively and efficiently.
5. Proper utilization of HR:
It determines whether the organization utilizes the manpower effectively to achieve the organizational or not. It helps to recruit the skilled human resources. It helps for optimum utilization of human resources to minimize the cost.
6. Provides foundation of HR function:
It acts as a pillar for overall personnel function to perform different HR management functions. It provides tools and procedure. It helps in transformation, promotion, performance evaluation, incentive and compensation, employee discipline, reward and punishment etc.
7. Reduction in uncertainty:
It helps in reducing uncertainty which are brought by sudden changes in the process and procedures of HRM system. External factors like: globalization, technologies, organizational re-structuring produces or brings organizational uncertainties which can be reduced by human resources planning(HRP)
8. HRP to find out where the organization is where it wants to be in future:
9. It provides guidelines for the achievement of organizational goals.
10. It helps to minimize future risk.
11. It suggest about the changes in the organizational activities.
12. It helpsto maintain the balance in the distribution and allocation of HR.
1. Future personnel needs:
It ensures the availability of manpower for the smooth running of the organization. It acts as the tool for assuring the future availability of manpower in terms of number and kind.
2. Coping with change:
HRP helps to cope with the change associated with the external environmental changes. It helps to adopt the human resources to changing technological, socio cultural, political and economical factors.
3. Recruitment of talented personnel:
It helps to recruit and select the most capable manpower to fill job vacancies. It determines human resource needs, recruit, the additional personnel needed to perform the job effectively and efficiently.
4. Development of HR:
It finds out required skill in various level of job. It conducts various training and development programs so that the personnel perform the test effectively and efficiently.
5. Proper utilization of HR:
It determines whether the organization utilizes the manpower effectively to achieve the organizational or not. It helps to recruit the skilled human resources. It helps for optimum utilization of human resources to minimize the cost.
6. Provides foundation of HR function:
It acts as a pillar for overall personnel function to perform different HR management functions. It provides tools and procedure. It helps in transformation, promotion, performance evaluation, incentive and compensation, employee discipline, reward and punishment etc.
7. Reduction in uncertainty:
It helps in reducing uncertainty which are brought by sudden changes in the process and procedures of HRM system. External factors like: globalization, technologies, organizational re-structuring produces or brings organizational uncertainties which can be reduced by human resources planning(HRP)
8. HRP to find out where the organization is where it wants to be in future:
9. It provides guidelines for the achievement of organizational goals.
10. It helps to minimize future risk.
11. It suggest about the changes in the organizational activities.
12. It helpsto maintain the balance in the distribution and allocation of HR.
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