HRP PROCESS The term human resource implies human capital that operates an organization.

The word planning suggests a course of action. And lastly, process is the method of operations.Thus, the human resource planning process is defined as, a course of actions that the human capital takes up for a methodical achievement of predetermined goals. 1) WORKFORCE ANALYSIS: The first step involves establishing a clear understanding of the organizations directionand external environment, and analyzing the internal and external factors that influencelabor supply and demand.Human resource managers should understand both internal and external environments.Data on external environment include the general status of the economy, industry,technology and competition; labor market regulations and trends; unemployment rate;skills available and the age and sex distribution of the labor force. Internal data includesshort- and long-term organizational plans and strategies. 2) FORECASTING HUMAN RESOURCEDEMAND The second step involves identifying changes to the service delivery and labor forcerequirements of the organization The aim of forecasting is to determine the number and type of employees needed in thefuture. Forecasting should consider the past and the present requirements as well asthe future organizational directions.HR Planning requires the collection of data on the organizational goals and objectives.One should understand where the Organization wants to go and how it wants to get tothat point. 3) ANALYZING SUPPLY After knowing what human resources are required in the Organization, the next step isto take stock of the employees in the organization from internal or external means.The HR inventory should not only relate to data concerning numbers, ages, andlocations, but also an analysis of individuals and skills. Skills inventory provides validinformation on professional and technical skills and other qualifications provided in thefirm. It reveals what skills are immediately available when compared to the forecastedHR requirements. 4) DEVELOP AND IMPLEMENTSTRATEGIES The final step in human resource planning is developing action plans based on thegathered data, analysis and available alternatives. It involves the planning and design of specific programs and projects to meet future business needs. The key issue is that theplans should be acceptable to both top management and employees. There are three fundamentals necessary for this first step (StrategyDevelopment): Know where the organization is going. There must be acceptance and backing from top management for the planning.

There must be knowledge of the available resources (i.e) financial, physical andhuman (Management and technical).Once the strategies are developed these strategies are implemented, which involvesthe execution of specific programs and projects to develop and maintain the workforcecapability and capacity requirements.Once in action, the HR Plans become corporate plans. Having been made andconcurred with top management, the plans become a part of the companys long-rangeplan 5) MONITOR AND EVALUATE The final step of Human resource Planning involves determining the effectivenessand efficiency of the workforce planning strategies that were implemented.