DEBRE BERHAN UNIVERSITY

COLLEGE OF BUSINESS AND ECONOMICE

DEPARTMENT OF MANAGEMENT

ASSESSMENT OF HUMAN RESOURCE PLANNING PRACTICE IN THE CASE OF

DEBRE BERHAN TOWN MUNICIPALITY

RESEARCH PROPOSAL SUBMITTED TO DEPARTEMENT OF MANEGMENT PARTIAL

FULFILLEMENT OF THEIR REQUIREMENT FOR THE AWARD OF BACHELIOR ARTS (BA)
DEGREE IN MANEGMENT.

PREPARED BY:

1Yesitila wolde ……………………………..DBUR/2811/13

2 Kibruyisfa Degmu …………………………..DBUR/2792/13

3 Balew Adamu ………………………………..DBUR/2478/13

4 Merima Fikru ………………………………DBUR/0765/13

5 Ermias Eshete ………………………………..DBUR/2802/13

6 Dibora Kumera ………………………………..DBUR/2733/13

7 Afandi Abrahim………………………………..DBUR/3348/13

ADVISOR:- Kalkidan D

August, 2024

Debrebrehan, Ethiopia
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 Table Contents

Contents pages
CHAPTER ONE....................................................................................................................................... 1
1. INTRODUCTION................................................................................................................................. 1
1.1. Back ground of the Study............................................................................................................1
1.2. Statement of problem..................................................................................................................2
1.3. Research Questions......................................................................................................................3
1.4. Objective of the study..................................................................................................................3
1.4.2 Specific Objectives...............................................................................................................3
1.5. Significance of the study..............................................................................................................3
1.6. Scope of the study.........................................................................................................................4
1.7 Definitions of terms............................................................................................................................4
1.8 Organization of the Study.................................................................................................................4
CHAPTER TWO.......................................................................................................................................6
REVIEW OF RELATED LITERATURE.........................................................................................................6
2.1 DEFINITION OF HUMAN RESOURCE PLANNING.................................................................6
2.2 IMPORTANCE OF HUMAN RESOURCE PLANNING.............................................................6
2.3 THE NEED FOR HUMAN RESOURCE PLANNING.................................................................7
2.4 STRATIGC PLANNIG AND HUMAN RESOURCE PLANNING.............................................7
2.5 JOB ANALYSIS.................................................................................................................................7
2.5.1 JOB DESCRIPTION.................................................................................................................8
2. 5.2 JOB SPECIFICATION..............................................................................................................8
2.6 LEVEL OF PREPARATION OF PLANS......................................................................................8
2.7 REQUISITES FOR SUCCESSFUL HUMAN RESOURCE PLANNING...................................9
2.8 HUMAN RESORCE PLANNING PROCESS................................................................................9
2.9 HUMAN RESORCE FORECASTING TECHNIQUE..................................................................9
2.10 COMPONENT OF HUMAN RESOURCE PLANNING..........................................................11
2.11 FACTORS AFFECTING HUMAN RESOURCE PLANNING................................................12
2.11.1 EXTERNAL FACTORS..........................................................................................................12
2.11.2Internal Factor...................................................................................................................13

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 2.12 BARRIERS TO HUMAN RESOURCE PLANNING................................................................14
CHAPTER THREE...................................................................................................................................15
RESEARCH METHODOLOGY.................................................................................................................15
3.1 Background of the Study Area.......................................................................................................15
3.2 Research Design...............................................................................................................................15
3.3 Data Type and Methods of Data Collection..................................................................................15
3.4 Target Population............................................................................................................................15
3.5 Sampling Technique........................................................................................................................15
3.6 Data Analysis and Presentation Method.......................................................................................15
3.7 WORK PLAN...................................................................................................................................16
3.7.1 Time Schedule.....................................................................................................................16
3.7.2 BUDGET SCHEDULE.............................................................................................................17
REFERENCE..........................................................................................................................................18

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 CHAPTER ONE

1. INTRODUCTION
1.1. Back ground of the Study
Human resource planning with personnel process that attempt to provide adequate human
resource to archive future organizational objective. It includes forecasting future needs for
employees of various types, comparing these needs with the present work force and determining
the numbers and types of employees to be recruited or phase out of the organizations
employment group.
Human resource planning is the system of matching the supply of people, internally (existing
employees and externally (those to be hired and searched for) with over a given time frame
(Waters cited in Byars& Rue 1991).
Human resource planning Will enhance the process of decision making encourage open
discussion, bringing the right people together around questions resolving conflicts among storing
technical professionals and managing emotional ups downs of employees of the
organization .Human resource management acts the performance of all managerial function
involve in planning, recruiting, selecting, developing, utilization rewarding and maximizing the
potential of the human resource of the organization .Human resource planning is the planning
process which involves determining assuring the organization will have an adequate number of
qualified people available at proper time performing jobs which will provide satisfaction for
individuals involved for the people with a view maximize the organization future performance
(Magginson 2006).
Thus human resource planning practices are critical in every component of the organization.
Human resource is now viewed as the source of competitive advantage and enables organization
to compute on their market responsiveness and the service quality. Human resource planning will
be considered as integrating human resource management strategies and success of the firm
(Wayane2013).
Organization tend to consistently work on capacity building of their work force acute manner
and similarly manage the talent of their number of employees in different way like doing
succession planning for best individual so that may discourage their responsibility for key

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position in future course of time . Therefore organization work on numerous ingredients of
human resource planning one of which is that organization use to stream line the flow of
communication across the whole organization which in turn not only boosts the satisfaction of
the employees but also adds up significantly to the overall performance of the organization .
Therefore, the aim of this study is to assess the practice of human resource planning by taking
Dabrebrehan Town municipality as case study.

1.2. Statement of problem

According Shunt Yon(2006) human resource is the primary resource than other resources like
money and time to contribute over all developments of organization human resource planning is
the development of the strategies for matching the size and skills of the work force to an
organization need and assists of to recruit retrain and optimize the development of persons to
change in external environment but it has the problem related to practice of human resource
planning like less in promotion and motivation of an organization .
Human resource planning activities has greater contribution for the organization effectiveness
for instance, evaluation of compensation progresses the knowledge, skills, standard ability and
discipline (Desseller2011)

Other researchers (Adisu k.2012 e/c) studied the assessing of human resource planning practice.
He does not investigate enough problems. So, these studies primarily design to fill the gap by
focus assessing the human resources planning practices in Debrbrehan town municipality.

As per the researcher knowledge, so far there is no research conduct in Debrebrehan town
municipality at the same topic. So, this area gap is the reason that initiate the researcher will be
conducted his study on this topic in Debrebrehan town.

The necessity of applying a strong human resource management in general and a sound human
resource planning in particular has not yet been realized and didn‘t bring other than its being
theoretical knowledge. Similarly, Debrebrehan town municipality has been a victim of such
problems and so were its clients, the government and its other development assistants weren't
gaining satisfaction with the service it had been providing. To properly utilize the available
human resource with the intended benefit, human resource planning becomes important.
Therefore, this study will attempt to examine some general aspects of the current state of affairs

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in human resource planning practice of Debrebrehan town municipality.

1.3. Research Questions

The proposed research is conducted to answer the flowing basic questions:-

1) How the human resource planning practices are performed in the municipality of
the Debrebrehan Town?
2) What are the benefits of properly planned human resource in their department?
3) What are the problems recruited to human resource planning in the Debrebrehan
Town municipality?
1.4. Objective of the study
1.4.1. General Objectives
The general objective of the study will be assessment of the human resource planning practice in
Debrebrehan town municipality.
1.4.2 Specific Objectives
The study will have the following specific objectives:
❖ To look way of human resource planning activities will be performed in
Debrebrehan town municipality.
❖ To identify the benefit of properly planned human resource in the
municipality.
❖ To identify the major problem of human resource planning practice in
Debrebrehan town municipality.

1.5. Significance of the study

The study will be valuable reference material for students, organization and other interested
persons who may want to undertake similar study. Recommendations made by study will be
enable organization to have more insights on the need to shift from and hoc planning to more
systematic based planning of their human resources. . The necessity of applying a strong human
resource management in general and a sound human resource planning in particular has not yet
been effective and didn‘t bring other than its being theoretical knowledge. Finally it will be
enable to appreciate the effectiveness of strong human resource management and a sound human
resource planning in Debrebrehan town municipality.

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 1.6. Scope of the study
The study will be limited to the Debrebrehan town municipality. The study focusing on only one
public sector organization may not provide adequate and representative facts and empirical
evidence applicable to all public sectors organizations in Debrebrehan town. The main aim of
this is will be to assess human resource planning practice to look for ways of human resource
planning practice are performed to identify the major problems of human resource practice in the
Debrebrehan Town Municipality.

1.7 Definitions of terms

❖ Human resource: is the dynamic, key, difficult organizational resource, which gives life
and introduces changes in organization (Abraham, 2006:2).
❖ Human resource management: refers to the practices and policies needed to carry out
the people aspects of management job by helping people and organization reach their
goals (Abraham, 2006:1).
❖ Planning: establishing goals and standards; developing rules and procedures; developing
plans and forecasting (Addis, 2008:9).
❖ Human resource planning: can be described as a series of activities, consists of planning
the necessary programmers of selection, recruitment, training, development, utilization,
transfer, promotion, motivation and compensation. So that future work force
requirements are satisfied (Saiyadain, 2003:68).
❖ Forecasting: estimating what is, how much, and when some things are required (Addis,
2008:37).
❖ Job: a group of positions that is similar in their duties, such as a computer programmer
or compensation specialist. (Abraham, 2006:35).

1.8 Organization of the Study

This proposal will contains of three chapters. Chapter one is about introduction in which the
motives of this research, the background, problem, research question, objective and the
significance are addressed. Chapter two is a literature review in which includes the current
knowledge including substantive findings, as well as theoretical and methodological
contributions. The chapter three is about methodology that introduces the research method,
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sampling, data collection, questioner design, and plan of analysis.

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 CHAPTER TWO

REVIEW OF RELATE

2.1 DEFINITION OF HUMAN RESOURCE PLANNI

Human resource is a planning process of forecasting an organizatio

at the right place, in the right time, capable of effectively and effici
organization achieve its overall objectives. In an organization is pla
usually need to forecast three things personnel need the supply of in
candidates (Asswappata, 2002:53).

As Abraham, (2008:26-27) stated human resource planning forecas

supply of employees. Human Resource Planning (or employment p
plans that support the organization strategy allowing it to fill the job
Planning previously in such a way that systematically forecasts an o
employees. In line with this, all organizations should identify their
examining their corporate strategies short-range plans point out job
year, long-run plans estimate human resource needs for the next, tw
find able of practices that work within the company culture and the

According to Ivancevich (2004:135), Stated Human resource plann

organizations assess the future supply of and demand for human res
access to information about both the supply of demand for human r
surplus or shortage that may come about. Stated that an effective hu
to eliminate any gaps that may exist between supply and demand.

2.2 IMPORTANCE OF HUMAN RESOURCE PLAN

Human resource planning integrate strategic demands match human
objectives; achieve economies in hiring new workers coordinate dif

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 the human resource information base to assist other human resource

Human resource planning is a significant for determining future per

competitive forces, market, technology, and government regulation
would protect the interests of weaker sections; provides essential in
personnel functions; and human resource planning induces the inve
human capital (Asswathappa, 2002:54-57).

2.3 THE NEED FOR HUMAN RESOURCE PLANNIN

An organization needs to have a human resource plan in order to ru
and also to correct the surplus and deficiency of a staff strength; job
of strategies depend up an it; and all the respective human resource
of human resource (Asswathappha, 2002:59 ).

The need Human Resource Planning in organization is realized for

are not in position then the implementation of the plan/objective wo
and right orientation. The normal was together of Human Resource
annotation needs to some extent to be planned for unless of course
the normal attrition process (Khanka, 2003; 39) .

2.4 STRATIGC PLANNIG AND HUMAN RESOURC

Human resource planning goes hand in hand with an organization’s
strategically with the mission of the organizational as the strategic p
circumstances, and human resource management is one of the prim
during the adaptation process (Ivancevich, 2004:137).

2.5 JOB ANALYSIS

As Abraham (2006:35) stated job analysis is a process of defining a
specifying the education, training, and responsibilities needed to pe

The human resource function started from job analysis; the informa
with human inventory tells whether there is a need to have more hu

According to Edwin (1998:69) job analysis refers to the process of

the operations and responsibilities of a specific job. The immediate

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 job specifications “There are two major aspects of job analysis: tho

2.5.1 JOB DESCRIPTION

Job description lists job title, duties, machines and equipment invol
and like. Job description contains. Job title, Location, Job summary
materials and forms used, supervisions given or received working c

Job description is written statement of what the worker actually dos

(Addis, 2008:21). The job analysis also results in the specification o
needed to perform the job (Abraham, 2006:35).

2. 5.2 JOB SPECIFICATION

The job takes the job description and answers the question” what h
this job well?” It shows what kind of person to recruit and for what
2008:27).

Job specification describes the individual traits and characteristics

2006:35).

A statement of human qualifications necessary to do the job usually

judgment, intuitive, physical skills, emotional characteristics and un
hearing.(Asswathappa , 2002:88)

2.6 LEVEL OF PREPARATION OF PLANS

Based on level of preparation Human Resource plans are classified
this classification is also known as hierarchical Human Resource pl
subsystem of higher order plan viz. the sartorial Human Resource p
turn, a part of national Human Resource plan-summarizing we have
plan.

A, National human resource plan - prepared by central government

National Product Educational facilitates, professional studies, requi
like technical administrative, etc. are given for a Specific period.

B, Spectral human resource plan - covers spectral man power requi

sectors like industry and agricultural etc. It can be for further broke

C, Industrial human resource plan – covers future projection of tech

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 Specifications for each type of industry in industrial sector.

D Organizational human resource plan – Gives out for a given perio

suitable persons/employees for each organization (Nair, 2004: 67).

2.7 REQUISITES FOR SUCCESSFUL HUMAN RESO

Human resource planning must be recognized as an integral part of
be complete, up-to-date and readily available ; responsibilities shou
consultation between different management levels; the time horizon
any remedial action; plans should be prepared by skill levels; backi
planning; and data collection, analysis, techniques of planning and
revised and improved (Asswathappa, 2002:76 ).

2.8 HUMAN RESORCE PLANNING PROCESS

Human resource planning essentially evolves forecasting personne
matching demand –supply factors through personnel-related progra
the first step in the process will be analyzing organizational objectiv
with the human resource need forecast and human resource supply;
forecasts. After the forecasts done human resource programming, h
control and evaluation of programmer will take the respective stape

The human resource planning process is the process of systematical

ensure that required numbers of employees, with the required skills
resource planning involves marching the internal and external supp
the organization over a specification period of time (Goitom, 2007:

2.9 HUMAN RESORCE FORECASTING TECHNIQU

Human resource forecasting is estimating not only how many but a
Foresting yields advance estimates or calculations of the organizati
techniques as expert estimate, trend projection, modeling and multi
techniques (Ivanceivich, 2004:138).

Human resource forecasting is the process of estimating the future q

Forecasting techniques from simple to sophisticated ones. The tech

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 analysis, work study technique, expert estimate, Delphi technique, m
unit-demand forecasting and flow models (Asswathappa, 2002:62).

A. MANAGERIAL JUDGMENT TECHNIQUE

In this technique, managers sit together, discuss and arrive at a figu

labor (Asswathappa, 2002:63).

B.EXPERT ESTIMATE

The least mathematically sophisticated approach to employment fo

experts to provide the organization with demand estimates based on
assessments of available economic and labor force indicators (Ivanc

C.DELPHI TECHNIQUE

Concerns over a single individual’s ability to provide accurate estim

development of Delphi technique (Ivanceivich, 2004:139). Delphi t
needs by soliciting estimates of personnel need from a group of exp
2002:65).

D.TREND PROJECTION

Based on a past relationship between a factors related to employme

factor to employment (Ivanceivich, 2004:140).

The quickies forecasting technique which involves studying past ra

E.MODELING AND MULTIPLE-PREDICTIVE TECHNIQUE

Uses the most sophisticated forecasting and modeling techniques, a

(Ivanceivich, 2004:140).

F.FLOW MODELS

Markov model-involves developing a matrix to show the probabili

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 to another or leaving the organization (Ivanceivich, 2004:140).

Regression analyzing – is a mathematical procedure that predicts th

knowledge of factors known as independent variables. When only o
are studied, the process is known as simple linear regression, and w
variables being considerers it referred as multiple regression (Addis

G.UNIT-DEMAND FORECASTING

The unit forecasting is a bottom – up approach to forecasting deman

and the result becomes the employment forecast (Ivanceivich, 2004

H.WORK-STUDY TECHNIQUE

This can be used when it’s possible to apply work measurement to

of labor required (Asswathappa, 2002:64).

2.10 COMPONENT OF HUMAN RESOURCE PLAN

Human resource planning has two components requirements and av
requirements involves determining the number and the type of emp
These projections will reflect various factors, such as production pl
forecast available the human resource manage looks to both interna
external sources (the labor market)

When employee requirements and availability have been analyzed,

a surplus or a shortage of employees. Ways must be found to reduc
projected. Some of these methods include; restricted hiring, reduced

If a shortage is forecasted, the firm must obtain the proper quantity

organization. Thus, external recruitment and selection is required in
external and internal environments can change quickly, the human
(Goitom 2007; 23).

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 A. Forecasting Human Resource requirements

Human Resource requirements forecast are an estimate of the num

have need at future dates to realize its stated goals. Before Human R
demand for the firm’s goods or services. Must first be forecasted, h
people requirements. For the activates necessary to meet this deman

B. Forecasting Human Resource availability

Determining whether the firms are able to secure employees with th

called an availability forecast. It helps to show whether the needed
company from outside or organization (Asswahappa, 2002: 56).

2.11 FACTORS AFFECTING HUMAN RESOURCE

Human resource planning is influenced by type and strategy of the
environmental uncertainties, time horizon, type and quality of infor
loading the work. Goals of the controlling interests in the organizat
policies and types of people employed and the tasks they perform in

It is clear that Human Resource Planning is developed on the basis

prepared after a detail examination (analysis) of external and intern
Resource Planning is one of the reduced aspects of strategic plan, it
2002:77).

2.11.1 EXTERNAL FACTORS

A.ECONOMIC FACTORES

The vagaries of the business environment are another imponderable

fall of demand for a product cannot be easily estimated. These may
import restrictions, or. Limitation of transfer of know-how. The cha
instance a recession. Setting in, can change the need for manpower
may in effect in a surplus? (Saiyadain, 2003:64).

B. Social Factors

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 Forecast of Human Resource must take into account expectation of
working condition and government regulations feature trend in pote
major factors.

C. Demographic Factors

Demographic factors have decisive influence on forecast of future r

training /college facilities ,sex ratio, facilitate for professional educ

D. Competition

Competitor’s strategies influence future requirement of manpower i

competitors like advertisement, quality of product, distribution chan
direction in which we must formulate over own strategy. If the qual
The competitor, we may employ competent R&D, engineers, to imp

E. Technological Factors

Elsewhere, we have stressed the importance of technology. Techno

technological breakthrough can reduce the no. of operators and incr
of future manpower, obviously depends heavily on future trend in t
“technology forecasting “itself has become a specialist field in mod

2.11.2Internal Factor
As described by Asswathappa (2002:58) the following are internal

A. Type and strategy of the organization:- the strategic plan

Decides the strategy to be followed:- reactive or proactive strategy

Determine the breadth of Human Resource Planning:- a narrow foc

Decides the formality of the plan (is a plan formal or informal)

Decides on flexibility:- (flexible or inflexible plan)

B. Organizational growth cycle and planning, organizations can be

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 stage or declining stage. Thus,

• Embryonic stage-there may not be human resource planning.

• Growth stage-forecasting of employees and internal development

• Decline stage- planning focus on layoff, refreshment and retireme

C. Time Horizon: plans can be short term or long term

D. Type and quality of information: organization operates in stable

obtain comprehensive, timely and accurate information.

E. Nature of the job: it’s necessary to anticipate vacancies as far in

individuals.

2.12 BARRIERS TO HUMAN RESOURCE PLANNIN

People question the importance of making human resource practice
human resource practitioners in formulation of organizational strate

Human resource practitioners are perceived as experts in handling p

managing business, human resource information often is incompati
formulation; conflicts may exist between short-term and long-term
quantitative and qualitative approaches to human resource planning
renders human resource planning ineffective (Asswathappa, 2002:7

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 CHAPTER THREE

RESEARCH METHODOLOG
3.1 Background of the Study Area
Debrebrehan Town municipality found in North Shoa Zone. Debreb
and 130km far from Addis Ababa (Capital city of Ethiopia). Debrre
to serve public by giving an adequate service and vision to improve
satisfied and secured society. (Debrebrehan Town Municipality, 20

3.2 Research Design

The research will use descriptive research study. This is because res
information about a given subject and in order to address problem f
of Debrebrehan Town Municipality both quantitative and qualitativ
regarding human resource planning .

3.3 Data Type and Methods of Data Collection

The paper will includes both primary and secondary Data as its sou
collect by questionnaire which is both open ended and close ended
collected for the purpose of supplementing the primary data. For th
magazine will be gather in the Debrebrehan Town municipality.

3.4 Target Population

The Target Population of the study will comprise of all the employe
to Debrebrehan Town and staff member municipality department th
militants and staff.

3.5 Sampling Technique

To determine the sample size the researcher will use probability me
sampling. The data was collected from staff employments Endear. I
in station and the reason is that to give equal chance for all employe

3.6 Data Analysis and Presentation Method

Data collected will be both qualitative and quantitative. The quantit

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 format and analyzed by using percentage and the qualitative data w
interpretation will be based on the analysis and finally the conclusio

3.8 WORKE PLAN

3.8.1 Time Schedule

april may June july august ACT

√ Title

√ √ Prop

√ Prop

√ √ Data

√ √ Data

√ √ Data

Reco

√ Rep

√ First

Pres

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 √ Adv

3.8.2 BUDGET SCHEDULE

The budget schedule shows all cost that will incur in order to fin
cost will be like paper cost, pen, mobile card, transportation, inte
item listed in blow will be 716 birrs.

Total cost Unit cost Quantity Item

in birr

75 0.5 150 Paper

36 6 6 Pen

100 10 10 Phone

180 6 30 Transportati

25 2.5 10 hrs. Internet

300 300 100 Paper print

Total =716 birr

REFERENCE
1. Abraham, H. (2006). Human Resource Management (B.A Distan

17 Artistic Printing Enterprise.

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