Limitations of Human Resource Planning 

Human resource planning is not always successful; there are some limitations of HRP which are as follows:

1) Inaccuracy of Forecasts: 

HRP is dependent on the future prediction of the supply and demand of human resources. Hence, the efficiency of HR planning is based on the correctness of forecasts. In case, if the forecast is inaccurate, then the HR planning will also not be completely accurate.

2) Identity Crisis:

Sometimes, managers and human resource experts in the organisation are unable to clearly understand the entire process of HRP. Due to this, there exists a problem of an identity crisis. HR planning cannot be effective until the experts have a clear understanding of objectives.

 3) Requires Active Involvement of Top Management: 

Top management should be an integral part of manpower planning. If the top management does not play an active role, the essential resources and assistance required for effective human resource planning cannot be gained in the organisation.

 4) Employee Resistance: 

Usually, trade unions oppose manpower planning as they think that it will increase the burden of work on the employees and govern them by the means of productivity bargaining  Moreover, according to unions, it will increase the unemployment of unskilled labours. 

5) Technical Issues:

Effective HRP is not an instantaneous task. It takes time to be gradually accepted. Newer technologies have to be adapted, to compete. Occasionally, difficult technologies are vigorously introduced, because competitors are also using them. This cannot be fruitful unless HR personnel identify training needs, and it is the HRP that identifies the employees who require training.

6) Weak Information System: 

The development of successful human resource planning is based on the credibility of the information system. In Indian industries, information system is still not well developed hence, precise and reliable data cannot be collected for effective human resource planning.

7) Uncertainties: 

HRP is not wise to depend entirely on the generalised data collected about manpower. Seasonal jobs, absent employees, and technological issues are the factors that hamper manpower planning.

 8) Costly and Lengthy Activity:

HRP is a costly and time-taking activity. There are chances that organisations may not adopt the system as it will increase the cost burden on the organisation.

9) Improper Coordination with Other Executive Functions:

Usually, the manpower planner does not interact with the manager and is confined to his area of concern. This hampers HR planning. For its effectiveness, HRP should be incorporated with other managerial functions. 

10) Loss of Balanced Focus:

 Usually focus is given to the quantifiable facet of HR planning, i.e., the number of individuals leaving or joining the organisation. The qualitative part is neglected which includes the development of career, self-esteem, planning skill levels, etc. Such uneven focus impacts the efficiency of HRP.

You May Also Like:-

• Marketing Environment
• MARKETING MIX
• MARKETING MANAGEMENT
• BRANDING
• RECRUITMENT
• MANAGEMENT DEVELOPMENT
• PROMOTION
• 360 Degree Performance Appraisal
• Performance Appraisal Meaning