HRP as Tool to enhance Organizational Productivity

23/02/2021 1 By indiafreenotes

The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance.

Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities.

Business productivity depends to some extent on how your human resources department plans to motivate and manage your workforce. Employees may produce more when they are well-rewarded, recognized and suited for the work they are assigned. Once you understand that productivity is not merely a matter of urging workers to do more, you can work with HR on planning ahead to provide a work environment where employees will want to increase their productivity.

In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure.


The HR department must either recruit employees with the technical skills necessary for the business or create training programs to foster those skills among existing employees. Failure to plan for technical proficiency can leave the company lacking essential competencies it needs to compete. Conversely, effective HR planning can keep the company on the cutting edge of technical proficiency and position it to capture market share through superior execution of essential tasks.


Careful planning in assigning employees to teams helps increase productivity. This is both a managerial and an HR skill. Managers must monitor teams to see that they remain on task. The HR department can assist in assessing which skill sets individuals have and determine how they may contribute to an effective team effort. In fact, HR can plan ahead for teams it knows the company will need and either hire or train so that the necessary skill sets are available when the need for the team arises.

Cross Training

The HR department can promote employment competency in more than one job. By providing training, the company can have employees who are able to switch departments and do tasks on an as-needed basis. This is particularly useful when you are temporarily ramping up production for a new client or engaging in an activity that will not require a full-time employee year round. HR must plan ahead to train for such tasks.

Incentive Pay

If your HR department plans ahead, you can use bonuses to boost productivity. The planning helps determine a budget for bonuses, as well as which positions to offer them to in order to get the most benefit from essential tasks. Take care that your HR department doesn’t provide bonuses to employees simply for doing their jobs. Bonuses for extra work or improved productivity will give employees incentives to work harder or more efficiently. Have HR show the bonuses on paychecks separately from regular wages so that employees understand this is extra pay for extra effort and not something they are entitled to regularly.


  • Planning helps to resolve problem of shortage of staff in organization
  • It also helps in determining and planning whatever capital, material, equipment and personnel required in an organization in order to achieve organization objectives
  • Human resource planning defining the duties and responsibilities of the personnel employed and determining the manner in which their activities are to be interrelated
  • Human resource use planning to assess external forces to help the firm deal with environmental uncertainty by mobilizing scare or limited resources to neutralize potential threats.
  • Planning make control possible, which is, comparing actual outcome with performance standards and taking corrective action if variance exists
  • Human resource planning management development by helping managers to take proactive role in moving the organization toward a future desired state.