In order to be clear with the planning on human resources, there is a need to consider and combine three significant activities. These activities are as follows (Reilly 1999):
ØTo identify and to acquire the accurate number of employees who also have appropriate skills
ØTo motivate them for the achievement of high performance
ØTo create interactive relations between the objectives of business, and activities for people planning
In case there is lack of clarity in the strategy of business for the organization, planning on human resource may be in need for relying more to make wider assumptions with respect to the need for employees in the future context on the basis of certain form of planning. There are two different options available for the planning on human resource:
ØHard planning on human resource
ØSoft planning on human resource
Planning of human resources set on the basis of qualitative analysis for ensuring that there is availability for the accurate number of people with accurate skills is referred to as hard planning on human resources (Reilly 1999). On the other hand, if planning on human resource ensures that people are available with the accurate commitment, motivation and attitude towards the organization, it is referred to as soft planning on human resources.
The planning of human resources is mostly known to be dealing with the wider issues with respect to people being employed (Hewlett 2009). There are three stages involved in this particular process. These are to forecast the needs of people that is forecasting of demand, to forecast the people available for future, and to evolve the plans in accordance with the demand and supply.