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1. C.B. Gupta. Human Resource Management . Sultan Chand & Sons. Educational Publishers New Delhi.

2. http://www.yourarticlelibrary.com/human-resources/steps-in-human-resource-  planning-explained-with-diagram/32358

3. https://www.scribd.com/document/341164508/Features-of-Human-Resource-Planning

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1. Well Defined Objectives:

Enterprise’s objectives and goals in its strategic planning and operating planning may form the objectives of human resource planning. Human resource needs are planned on the basis of company’s goals.

2. Determining Human Resource Needs:

Human resource plan must incorporate the human resource needs of the enterprise. The thinking will have to be done in advance so that the persons are available at a time when they are required.

3. Keeping Manpower Inventory:

It includes the inventory of present manpower in the organization.

4. Adjusting Demand and Supply:

Manpower needs have to be planned well in advance as suitable persons are available in future

5. Creating Proper Work  Environment:

Besides estimating and employing personnel, human resource planning also ensures that working conditions are created.

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Six steps in human resource planning are presented below with the help of a diagram:

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Six steps in human resource planning are presented below with the help of a diagram:

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Human resource planning, or HRP, is the ongoing, continuous process of systematic planning to achieve optimum use of an organization's most valuable asset — its human resources. The objective of human resource planning is to ensure the best fit between employees and jobs while avoiding manpower shortages or surpluses.

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STEPS IN HUMAN RESOURCE PLANNING

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The main objectives of human resource management planning are as follows:
1. To ensure optimum use of existing human resources.

2. To forecast future requirements for human resources.

3. To provide control measures to ensure that necessary human resources   are available as and when required.

4. To link human resource planning with organizational planning.

5. To assess the surplus and storage of human resources.

6. To anticipate the impact of technology on jobs and human resources.

7. To determine levels of recruitment and training.

8. To estimate the cost of human resources and housing needs of employees.

9. To provide a basis of management development programmes.

10. To facilitate productivity bargaining.

11. To meet the need of expansion and diversification programmes.