This article will explore the subject of Human Resource Planning under the following divisions: purpose of HRP; steps in HRP; factors affecting HRP. Human resource planning serves a number of purposes. It helps in anticipating the changes in the staffing needs of an organization…
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This paper illustrates a comprehensive definition of Human Resource Planning provided on investopedia.com explains that it as “The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources”. Human Resource Planning is a very important function of an organization, as it helps in developing a relationship between the employees of an organization and their tasks such that each employee contributes optimally to the organization without being either over-burdened or under challenged. Based on the needs of the employees and the organization, a Human Resource Manager may be required to develop one or more of a number of different types on Human resources plans. Common ones include Succession plans that help evaluate the manner in which individuals will be employed to positions that open up at higher levels in the hierarchy and the requirements for promotions. Another important and common plan is developing individual employee’s Career plans, particularly at the managerial level. These plans help in identifying the skills and abilities of individuals; and involve providing them with the assistance that they require to find a better fit with the organization’s culture and climate so that they can play more valuable and demanding roles within the organization. Contingency plans are made when future requirements seem unclear; but indicative of changes; so that the human resources of an organization may need an overhaul either through development, recruitment or downsizing. (Tapomoy, 2009). Competency plans on the other hand, are similar to career plans; but with a focus on skill development as compared to hierarchical growth. Purpose of HRP Human Resource Planning serves a number of purposes. It helps in anticipating the changes in the staffing needs of an organization. Thus, it becomes possible for the organization to anticipate and respond to surplus staff or shortage of staff in a way that ensures that at no point in time are the staff over burdened by the tasks that need to complete and thus at risk for reduced quality of functioning. At the same time, it ensures that each staff member is adequately challenged so that there is no underutilization of the existing resources (Rees & Porter, 2008). This ensures optimal expenditure on personnel; and helps in the development of a business plan with less wastage. Human Resource Planning is also concerned with the development of individual employees so that they continue to grow and contribute to the organization in multiple ways (Reilly, 1996). Thus, it involves the training and development of employees so that the employees gain more and improved skill sets and the organization grows as these skills are used by the employees (Reilly, 1996). Another important activity that does into Human Resource Planning is the investigation of the effect of policy changes on the functioning and productivity of staff as well as on staff morale (Bohlander &Snell 2009). When a manager attempts to develop a human resources plan, it is important to consider three components of this plan with equal vigor. Forecasting labor demand: It is important that the Human Resource Manager is able to predict with some accuracy the staffing requirements that will be required at new and existing locations at different points in the future (Mathis & Jackson, 2008) so that recruitment and downsizing plans can be developed to respond to these needs well in advance(Rees & Porter, 2008). This is particularly important for downsizing, as providing downsized staff with adequate time and options to cope with the changes is important from a humanistic perspective (Reilly, 1996). Analyzing present labor supply: Not only is it important to evaluate future needs, but also to evaluate the value of present staff (Mathis & Jackson, 2008). A Human Resource Manager needs to ensure that all staff is functioning optimally; and that these individuals are helped to
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(“Human Resource Planning Essay Example | Topics and Well Written Essays - 1500 words”, n.d.)
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(Human Resource Planning Essay Example | Topics and Well Written Essays - 1500 Words)
“Human Resource Planning Essay Example | Topics and Well Written Essays - 1500 Words”, n.d. https://studentshare.org/human-resources/1396076-human-resource.
This paper presents the steps involved in developing a strategic HR plan: 1) analysing mission, vision and core values; 2) environmental scanning; 3) internal factor analysis (the details of these internal factors that need to be considered are as follows: capabilities: human capital as a strategic resource; composition: building human architecture; organisational culture); 4) strategy formulation; 5) strategy evaluation.
Several leading organizations generally focus on the HRM strategies after the development of business and corporate unit strategies. Human resource management strategies usually involve adopting several organizational objectives and goals.
But still not all the Human resource plans are sufficient to meet the demand or to limit the loss of overstaffing. Hence the current study tries to identify the situations that are suitable for the effective HRP implementation as well as the circumstances where Human Resource process results a failure.
It helps an organization decide how it is going to function in the future. Therefore, Strategic Human Resource Planning is handling an organization's human resource with a strategy which allows an organization to enjoy higher efficiency, effectiveness and good decision-making.
For instance, without a plan, a shortage in labour may instigate desperate measures to hire only good candidates and not the best. This will have cost and productivity implications not only in terms on money but also reputation, motivation etc. By implementing such plan, an organisation can enhance its success and reduce various administrative costs by a third.
otions as the combined intelligence, skills and expertise and is the collection of intangible resources that are embedded in the members of the organisation which result in organizational value. (Bontis et.al,, 1999 )
Individual workers’ and organizational knowledge are
*Secondly Granny Toy Company must select between the two options that what will be better for the business. They should think whether they should focus on training the current employees or they should hire new