Human Resource Planning Process

 

Human Resource Planning Process

Introduction

Building the competency of the organization is based on the ability of the people to satisfy the objectives of the organization. The existence of a human resources department is vital to overall productivity and efficiency of the strong workforce in any thriving company. Most of the successful organizations have an emphasis on the role of the human resources. Human resources can be one of the most valued and respected departments in an organization it is because their job is focused on people and people are the company’s most important asset. In the field of work of human resource manager and its staff, implemented certain strategies to meet the requirements of an employee within the organizations.

Human Resource Planning 

Human resources are an increasingly broadening term that refers to managing “human capital,” the people of an organization. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success. Human resources have at least two related interpretations depending on context. The ‘human resources development’ can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as ‘human resources management’. The process includes in the human resource planning are recruitment, selection, and training which can affect the whole organizational performance.

Human Resource Management

Human Resource Planning exists under the Human Resource Management. HRM has been a concept that was utilized ever since human beings started following an organized way of life. In today’s date, HR has the same importance as the other departments, in some corporate, it has more. With the constant increase in education, technology and frequent fluctuations in economic status and structures, HR is the oldest, most mature and yet, the most efficient of all management styles.

Based on the theory of system in which there is a study of nature and its complexity like the society and science. The HRP is implemented as a guideline specifically, it is a framework by which one can analyze and/or describe any group of objects that work in concert to produce some result.           This theory serves as a basic structure and fundamentals on the idea of resourcing the skills of an individual. HRP is an active process in which the organization continuously assesses its current state with respect to its existing pool of employee talent against its requirements to achieve its vision for success. Through this process the organization identifies, develops and implements options, tools and methods for achieving its desired state.

The Benefits of HRP in an Organization

HRP can help the organization through collecting the right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives. Furthermore, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs. It is important that the HRP and the management are setting the human resource objectives and deciding how to meet them thus, they must ensure that the organization is capable in meeting the human resource demands.  In the process of HRP, the management should interface with the strategic planning and scanning the environment. Before the implementation of the strategies, there should a monitoring and inventory of the company’s current human resources, then forecast the demand for human resources. The external labor market can help the organization in making decisions in terms of the human resources. The forecast that had been created should be compared with the demand and supply, in order to plan the actions needed to deal with anticipated shortages or overages. The strategies applied in the organization should be first consulted on the employee and might implement the appropriate procurement of feedbacks in order to determine if the organization and the laborers are agreed on the strategies, and to promote the necessary actions to reach the effectiveness.

Conclusion

Human resource management already proved their functions and importance in the organizations. Through the help of various practices and strategies, the existence of Human Resource in the organizations has been part of the traditional and modern organizations. Aside from the recruiting, selecting, hiring, and training of the employees, the human resource management is expected to deliver the right number of individuals who are expected to assist the organizations in reducing uncertainty even in an unpredictable labor market.

 

 

 

References:

Khilawala, R., (2009) History of Human Resource Management [Online] Available at: http://www.buzzle.com/articles/history-of-human-resource-management.html [Accessed 23 October 2010].

Noe, R., Hollenbeck, J., Wright, P., & Gerhart, B., (2006) Human Resource Management: Gaining a Competitive Advantage [Online] Available at: http://highered.mcgraw-hill.com/sites/dl/free/0070620105/392697/noepreface.pdf [Accessed 23 October 2010].

 

 

 

 

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