Objectives of Human Resource Planning 

The objective so HRP are as follows:

1. To ensure optimum utilization of human resources currently in employment
2. Assess or forecast future requirement.
3. Cope up with the changing scenario.
4. Keep constantly in touch with business land of the organization.
5. Anticipate redundancies.
6. Provides basis for human resources development.
7. Assist in productivity bargaining.

According to Bramham, objectives of HRP are as follows:

1. To give an organization a broad-forward looking insight into not just the number of employees, but also the type skills and attribute of the people that will be needed in the future.
2. To reveal what training and development activities need to be undertaken to ensure that existing employees and new recruit possess the required skill at the right time.
3. To assist in cost reduction by aiming to work out in advance how organizational operation can be staffed more efficiently.
4. To anticipate future redundancies and therefore allows remedial action to be taken, such as recruitment freeze, retraining and early retirement.
5. To facilitate collective bargaining process ( The information provided by the HR forecast enable calculation to be made concerning , how great an increase in pay or how great a reduction in hours might be conceded in exchange for more productive working methods and processes).
6. To deal with the planning of accommodation, such as future need for office space, car parking, and other workplace facilities.

Importance of HR planning:

The following are the importance of HRP:

1. Helps in implementation of Business strategy: After formulating the business strategy, it needs to be implemented to get expected result. But, implementation is only possible, when there is availability of skill and competent workforce to perform the assigned task. Thus, HRP ensures the availability of right manpower with competent skill, when and where required.
2. Minimizes future risk and uncertainty: Due to change in environmental factors, like technology y, government policies, etc organization need to change its policies and practices. This directly impacts the HR requirement of an organization. Since, HRP always monitors the changes in environment and forecasts demand and supply of employees necessary for organizational setting. It helps to reduce the risk of short coming and unavailability of HR as well as risk of excess number of unproductive employees in an organization.
3. Helps in identifying organizational strength: HRP collects all the necessary information related to employee’s education, training, skills, current positions etc. It helps to know the exact human inventory available in an organization. It further helps to determine the company’s strength which can be utilized fully to capitalize the opportunities in an environment.