HR Planning Process - Oman Telecommunications - Case Study Example

OMANTEL’S НR РLАNNING РRОСЕSS Name Course Instructor’s name Institution Date OMANTEL’S НR РLАNNING РRОСЕSS INTRODUCTION Human Resource planning is essential in linking an organization's strategic plan to the human resource needs to ensure that the organization's workforce is competent, sufficient and qualified to achieve the organizations objectives. Human Resource planning, in this case, has become a crucial aspect in organization that has helped them in reduction of the employee turnover as well gaining a competitive advantage over these organizations competitors. This paper, therefore, seeks to review the Human Resource planning in context to Oman telecommunications (omantel) in Oman. One of the most significant major challenges of human resource planning is the ability of an organization taking it up to predict its upturns, downturn, economic trends, competition and other essential things which the organization may have no control over. It is often claimed that Human Resource can only be as good as the ability of the organization that has taken it up to predict what will happen outside the organization. Another significant challenge in Human Resource planning is the pace of changes around the organization’s workplace environment. This has made it hard for the organizations that have taken up Human Resource planning to effectively carry out their prediction in line with the factors relation to their Human Resource Management, more so on employee output. The frequency of employee turnover in these organizations workforce environment often makes it hard to make accurate predictions for their Human Resource planning (Bandad & Hozouri 2014 pg. 53-60). The other significant challenge in human resource planning is the pace of growth in an organization as well as the industry. In this case, the unpredictability of the economy and market has made it difficult for organizations to make accurate predictions for their Human Resource planning (Hoch & Dulebohn 2013, pg. 111-125). Due to varying factors in today’s organization’s or business environment the possibilities of these organizations picking-up quickly or suddenly crushing is quite high. Therefore these makes it difficult for these organizations to be able to make accurate predictions for their Human resource planning processes since this dynamic factors are inconsistent despite being quite essential for the prediction of an organization’s Human Resource planning(Chand 2016, n.p). LITERATURE REVIEW Ekwoaba et al.(2012) claim that the use of the word “planning” in the context of Human Resource has caused a lot of confusion to individuals who are not familiar with Human Resource management. They further state that these individuals are also not familiar with the basic element of planning in Human Resource management that centres on forecasting. Aslam et al.(2014, pg 200-217) contributed to this argument by claiming that there is often a huge difference in planning in the context of Human Resource Management and policy making in the organization. They define Human Resource planning as a process involving choices and decisions on alternative ways where available resources can be used by organization Human Resource team with the aim of achieving future goals. On the other hand, Webb (2016, n.p) also contributes to this argument by claiming that Human Resource planning involves decision making on the course of action to be adopted in order to meet future goals. In this case, he supports this argument by claiming that it is difficult for organization Human Resource department to provide everything for the entire workforce at once in the organization. Therefore Human Resource planning involves choosing what to be given top priority in context to the organization workforce. Thus, the organization’s Human Resourced Department chooses the most desirable activity that its workforce should pursue. Therefore Human Resource Planning is what the organization Human Resource department decides should be done when it should be done and how in regards to the organization goals (Institute of Employment Studies: Report summary 2016, n.p). HRcouncil (2016, n.p) affirms that Human Resource planning is essential is helping the organization workforce to be more unified through working together as well as understanding the importance of organized effort. In this case they also claim that the organization workforce is more knowledgeable of what is expected from them provided there is an effecting human resource planning process that helps stipulate the right time, capabilities, place and people needed to complete the various organizational tasks. Sahoo, et al. (2011, pg. 14-19) add that Human Resource planning is important since it helps ensure that that the current and future manpower needs are taken care of in an organization. Ulferts et al. (2009, p1-12) also backs up this claim by stating that there is a close link between strategic organization planning and Human Resource planning. However, they also emphasize that there is dire need for reliable information and input which is essential in the future prediction and effective planning. Human Resource planning is a crucial manpower planning tool since it highly impacts the organization workforce and motivates them on increased output (Boundless 2016, n.p). Moreover, Human Resource Planning closely linked to the resource dependency theory that helps identify current and future employees’ needs since it is an ongoing process that involves interrelated activities. Additionally, Anyim et al. (2012, pg 49-56) claim that the other advantage of Human Resource planning is that it is a competitive organization strategy. Thus, they claim that this is a process where the needs of the organization Human Resource are identified and aligned to the organization’s mission and vision to increase the overall output and motivate employees. Similarly, Human Resource planning involves trend assessment forecast of supply and demands and addressing of appropriate strategy that in the long end guarantees success for the organization (Bandad & Hozouri, 2014, pg. 56-59). The other benefits of Human Resource planning is that it acts as an employment planning strategy which entails formulation of plans that fulfill the future employment openings both internally and externally (Boundless 2016, n.p). Aslam & H.D. (2013, pg. 198-201) also argue that the primary goal of adoption of strategies and policies in context to Human Resource planning ensures that there is minimal stress for the organization managers in balancing the supply and demand equation in the organization as well as also fostering the nation’s social economic and political development. The other benefit of Human Resource planning is that it is seen as essential activities for an organization that processes the organization workforce into, through and out of the organization workplace (Faughnan 2016, n.p). Hoch & Dulebohn 2013, pg. 114-125) furthered this argument by claiming that Human Resource planning determines the king of personnel that an organization takes up as its workforce. Thus, they also claim that Human Resource planning ensures that the organization workforce is able to anticipate the needs of its workforce and satisfy them in due time in order to meet its effective staffing obligations. Analysis Omantel is one of the global leading mobile telecommunication companies and it is based in Oman. Omantel has a significant number of customers, and it has also partnered with other network companies based in Oman to effectively offer services to its customers. In the year 2013 Onmantel Company in Oman was awarded the ‘Asia’s Best Employer Brand Award’ twice (Times of Oman 2013, n.p). This is a clear indication of the company’s emphasis on their commitment on employee’s growth and success as well as company’s growth (Abri, 2015, n.p). Omantel Human Resource Planning entails performance management process where it rates its employees annually by use of the calibration method which is a step by step performance management process method that guarantees fairness throughout the organization employees rating process (Akrani 2016, n.p). Dr Ghalib Al Hosni, vice president of HR, Head of Human Resources in Omantel claims that the company’s workforce has a great impact on the company performs. In this case, he says that the company is dedicated towards exceptional Human Resources Development through its Human Resource planning process. This is evident through a figure showing Omantel’s Human Resource taking up majority of the organization’s focus. In line with Omantel Human Resource planning, it has recently employed Dr Ghalib Al Hosni as its Human Resource vice president due to his essential work experience gained from his tenure in Human Resource administration (Filfilan 2016, n.p). His main role involves improving the company’s Human Resource by making it the heart of the company as well as driving it through change in the increasingly tight Oman economy. On the other had the company’s Human Resource planning is also built around taking up real company strategies and using its workforce to build the capabilities and creating conducive business environment and culture (Tuxford 2016, n.p). In this case, the main steps of the Omantel Human Resource Planning are forecasting, inventory, and audit. "Short-Term Human Resource Planning The short-term Human Resource planning for Omantel is in line with designing and implementing programs this includes; recruitment, selection systems, and training programs in order to meet the short-term needs of the company and be a major player in the telecommunication industry. These activities revolve around elements of planning and to some extent they are future-oriented (Tuxford 2016, n.p). Omantel’s short-term Human Resource planning objectives are also linked with its long-term objectives. In this case, the company engages in an annual recruitment campaign which fosters the company’s long-term Human Resource planning goal of boasting of a wide range workforce with top notch skills and talent (Abri 2015, n.p). In line with Omantel Human Resource Planning, it also has a college recruitment drive which is designed to give the top performing students in colleges within Oman a chance to intern in this Company they are eligible for full employment going forward (Filfilan 2016, n.p). The company also has a special training program for their new recruit which is in line with its Human Resource planning. Similarly, the company has potential standards set for its workforce promotions where for the middle-level employees to be eligible for promotion to the middle managers position they require a minimum of 5 to 7 years of in-job experience. On the other hand for the middle-level employees to qualify for a top level manager’s job promotion, they require 10 to 15 years of in job experience (Tuxford, 2016). Long-Term Human Resource Planning Human Resource planning that exceeds the minimum 3 year period is increasingly becoming an essential aspect for organizations. In this case, the rapidly changing worldwide market which is also highly competitive has caused firms to turn to long-term Human Resource for competitiveness and survival (Boundless 2016, n.p). The long-term Human Resource planning for Omantel Company demands the integration of both knowledge and skills of this organization’s workforce as well as strategic planning. In this case, through in-job training, this organization sets out a consistent way of working for its workforce in order to ensure that each employee within this workforce delivers exceptional customer service as well as adopt essential work ethics (Abri 2015, n.p). Annually Omantel seeks to foster job understanding for its workforce as well as improve its engagement with essential topics such as safety, health, competition law and anti-bribery, this campaign is also meant to ensure that the various groups within the organization workforce know what is expected of them individually and as a team in order to effectively forecast (Times of Oman, 2013). Conclusion The adoption of human resource planning as evidently outlined is currently an essential issue in Human Resource for organizations globally. However, there should be an effective management system in place in order for these organizations to realize the benefits of Human Resource Planning in effective forecasting and management. In the case of the Omantel Company based in Oman its evident it has some of these measures in place as well as adopting a noble philosophy to raise some of the issues fostering its Human Resource planning notches higher especially in the field of personnel management. In line with this the company has realized a lot of success and its strong Human Resource Planning practice has formed a formidable Human Resource for the Organization on a global scale. References Top of Form Bottom of Form Akrani, G. 2016. Steps In Human Resource Planning HRP Process. [online] Kalyan-city.blogspot.co.ke. Anyim, F.C., Mba, S.E. and Ekwoaba, J.O., 2012. The imperative of integrating corporate business plan with manpower planning. International Journal of Business and Management, 7(8), p.56. Aslam, H.D., 2013. Human Resource Planning Practice in Managing Human Resource: A Literature Review. International Journal of Human Resource Studies, 3(1), p.200. 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Ulferts, G., Wirtz, P. and Peterson, E., 2009. Strategic human resource planning in academia. American Journal of Business Education, 2(7), p.1. APPENDICES Read More