Explain The Term Human Resources Planning Essay

Explain The Relevance Of Human Resource Planning In An Industry?

Introduction

In today's competitive business market, it is very important to remember how effective planning and development play an important role in the overall success of the organization. Planning is vital part of any department of the organization whether it is the operations department or the marketing dept if planning doesn't take place than objectives will not be achieved in an appropriate manner. Then why not Human Resource Planning, because the true value of any company in any economy is its people. It is HRP, which helps the management to ensure that they have the right amount and quality of employees needed for the present and future taking into account the HR factors such as employment trends, labour turnover and skills shortages. Part of HR planning is the collection and analysis of this data in order to make decisions on the organisations plans. Successful HR planning in an organisation will ensure that the right people fill the right vacancies at the right time.

The rate of change facing organizations has never been greater and organizations must absorb and manage change at a much faster rate than in the past. In today's organisations, the primary assets of a business are the talents of its people, not the tangible and financial assets that make up balance sheets. The cost of finding key talent and replacing key staff that leave is expensive and time consuming. Therefore it is necessary to have an effective HR Strategy or plan.

Text

Describing Human Resource Planning?

Human Resources planning is the development of a comprehensive staffing strategy that meets the organisations future human resources needed. When applied to management selection it ought to ensure recruitment of the right people for the right jobs at the right time. Rather than fill posts when they fall vacant or a pressing need arises, effective human resource planning needs to answer these questions:-

Are the right numbers and type of people doing the things that need doing?

Are we using our human resources well?

Do we have the people we need to satisfy our future requirements?

Therefore, Human Resource Planning requires that the business makes estimates of the number of workers it believes will be required at all levels in the business in the future. This can be done in a number of ways like using past data, analysing the expected levels of customer demand and sales, estimating the level of labour turnover, the views of the management, expected changes in working practices etc.

Here it is important to highlight that an organization may incur several intangible cost as a result of inadequate HRP or, for that matter...

Loading: Checking Spelling

0%

Read more

The Role of Human Resource Management Related to Sexual Harassment in the Hospitality Industry

2077 words - 8 pages The Role of Human Resource Management (HRM) Related to Sexual Harassment in the Hospitality Industry Table of Contents Introduction 1 The Role of Human Resource Management (HRM) related to Sexual Harassment in Hospitality Industry 2 The Important Efforts of Human Resource Management (HRM) to Overcome Sexual Harassment in Hospitality Industry 4 Conclusion 6 References 7 Introduction “In May 2011 former IMF chief Dominique...

Human resource planning Essay

3099 words - 12 pages  HR staff need to have different skills and abilities to succeed in a dynamic and strategic HR world. No longer can we afford HR staff who are "administrators of programs", who have no ability to think strategically. HR needs a seat at the executive table. CEO's need to both listen to, and include HR in the decision-making process, and that includes the strategic planning process.

Explain The Relevance Of Poverty to Nursing

2895 words - 12 pages To understand the relevance of poverty to nursing we first need to determine what poverty actually is, many sociologists have come up there own definitions of poverty. Townsend's (1979, 125-6) study of poverty in the Britain states that individuals"can be said to be living in poverty when they lack the resources to obtain the type of diet, participate in the activities and have living conditions and amenities which are customary , or at least...

Changes in the business environment and labour market affect Human Resource Planning (HRP).

1980 words - 8 pages By looking out the definitions of HRP from Dessler (1999), Stone (2002), and Schuler (1998), HRP can be defined as the systematic and continuous process to ensure that organization's human resource needs are fulfilled by ensuring that the right people with the correct skills are available when required. Shortly, HRP is...

Comprehensive Structure and Process of Human Resource Planning

4217 words - 17 pages Table of Contents Term of Reference Executive Summary Company profile Recruitment „P     Nature of Recruitment „P     Objectives of recruitment „P     Job vacancies „P     Recruitment Methods Selection „P     Selection Criteria „P     Selection methods „P     Evaluation of the selection process Retention „P     Nature of Retention „P     Turnover analysis „P     Retention strategies Reward „P     Nature of reward...

: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. UOP: MGT 431

1799 words - 7 pages This summary paper provides a full description and analysis of the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation...

The Role of Human Resources in Strategic Planning

1360 words - 5 pages Contemporary organizations are faced with the challenges of changing economic and market conditions, productive labor, competition, and the struggle for survival. Traditionally, organizations have focused on material assets, cost cutting, and reduced employee expenses as a means of increasing competitiveness and profits (CSU-Global, 2013). However, this approach is becoming a less viable tactic in today’s complex and dynamic environment....

An empirical study of human resource management strategies and practices in Australian just-in-time environments

7366 words - 29 pages This study seeks to further examine the extent and emphasis of particular human resource management strategies in Australian JIT companies through an empirical analysis of survey data. The results indicate that the management of the human variable in Australian JIT environments can be characterised by a stronger emphasis on a number of factors, including, for example: change management; participative decision making; flexibility and...

Relevance of Public International Law in Human Rights

1317 words - 5 pages Human rights seem to be one of the most current issues worldwide. Uncountable efforts have being made to assure the avoidance of violations and abuse of them during human history. However, it is not just until the end of World War II that joined efforts by most of the countries in the world were visible, being public international law one of the ways to . It could be said that public international law is one of those important efforts that...

Corporation and Family -- An Integrated Analysis of Human Resource Management in Hotel 373

1912 words - 8 pages Located at 373 Fifth Ave in Manhattan, Hotel 373 is a small, boutique styled hotel nestled in the shadow of the Empire State Building. It’s proximity to one of New York’s most iconic landmarks attracted a booming stream of tourists. Opened in 2007, Hotel 373 is held under the management of the Hersha Hospitality Management Company (HHMC), which also manages over a hundred other hotels within the country. Due to its petite size, the hotel...

Human Resource Management in the US

1770 words - 7 pages During the first quarter of the twentieth century, the human resource function in US organizations emerged as the personnel department. Early functions of this department included attempts to keep labor unions from forming and focusing on production efficiency through time and motion studies. In the 1910s and 1920s these departments began to engage in employment testing, focusing on individual differences that predicted job performance. Soon...

Human Resources Management is a very important aspect of an organization’s functions as it ensures that a company’s most valuable resource is properly catered for. Several studies has shown that proper human resource management in an organization is reflected in their many outcomes, hence, Human Resources Managers often adopt “strict” measures in dealings by improving on strategic technology and planning so as to remain relevant among their pers. According to a study by the International Business and Economics Research Journal, the challenges of Human Resources Development stems from the realization that a better Human Resource mean a better organizational performance, albeit they may not have a direct relationship.

Some of the core functions of human resource management according to a BBC resource includes the method of selecting qualified candidates for the organization/firm, highlighting and filling in the training needs of current staff, making sure that the welfare of employees and employee relations are positive, ensure the working environment is conducive and safe for workers, and keeping up-to-date information and various regulatory and legislative issues in the working environment. An important aspect of human resources management is planning. Human Resource Planning ensures the most valuable resource of an organization is optimally utilized by a process of continuous planning, monitoring and evaluation. If successfully implemented, Human Resource Planning makes for the proper job description of each worker/employee and definition of their careers. It also makes them an integral part of an organization hence, they are able to pull off and harmonize their expectations and those of the organization (Suli, 2013). Human resource management deploys strategies and tact by human resource managers that ensures efficiency in the planning process. It is widely believed that an organization that hires employees who have enough qualifications accrues more profits in terms of quality and margin of produced products. In reality, better results would be achieved by an organization that tends to integrate their human resource to the operations of the organization.

Human Resource Planning is one of the early steps in Human Resource Management it handles issues regarding an organization’s future human resource requirement, albeit this may not be evident at the moment, but it is a very vital step as it assures of an organization’s future and failure to take active steps in that direction may spell doom for any organization. It is also requires some technicalities on the side of Human Resources Managers who are charged with the responsibilities of proper planning, selecting the right people for the right jobs and developing them into an effective team and making adjustments as situation changes and as challenges presents itself.

Human resource planning is an organizational tool to identify skill and competency gaps and subsequently develop plans for the enhancement of skills and competencies in human resources to remain competitive. It is influenced by internal and external factors in a business environment.

Human resource planning should be an integral part of business planning. Anticipated changes in the activities and programmes of an organization are considered in the planning process.

By way of definition, Human Resource Planning is “The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified, and competent enough to achieve the organization’s objectives” (Business Dictionary). It further states that Human Resource Planning is important to “maintaining competitive advantage and employee turnover.” There are 3 key elements of Human Resource Planning which are: forecasting staffing requirement, appraising present supply, and balancing projected requirements and supply.

Forecasting Staffing requirement is aimed at predicting the number of employees needed to run a business as well as their job descriptions. A couple of factors influence this element and they include: economic situation, internal business finances, the demand of your products and services and the growth expectations of your business. In appraising present supply, the Human Resource Manager looks into the internal and external staff and puts into consideration factors that can influence the demographics of the workforce that is available which include education, mobility, unemployment rate, government regulations etc.

The third element is the balance of supply and demand where a balance between the demand for employed and the supply is made and appropriate measure taken in case shortage or lack of manpower exists.

Human resource planning has become increasingly important as organizations and companies continue to seek relevance in a highly competitive market. Organizations still have to survive and grow their business under these conditions. As market condition and economic environment changes, bringing up additional problems and challenges for management, the onus lies on Human Resource Managers to apply tactful means to cushion their effect on their organizations. The benefits of human resource planning are immense and cannot be overemphasized. It harmonizes an organization’s vision, mission and goals and objectives with its activities and provides for the future of any organization. Forecasting is vital in any organization. Organizations must learn to constantly evaluate the performance of its employees and effectively too. In summary, human resource planning aims at foreseeing and provision of human resources, manage external factors that affect an organization and balance them with internal factors as well as encourage the employees. If well applied, the sequel becomes secured future of such organization, reduced input cost as well as makes for highly talented staff.

Strategic organizational planning is related to Human resource planning in that both practices provides for the future of an organization. It is the method of identifying where an organization wants to be and working towards achieving such vision through a systematic design and implementation of relevant steps. Strategic planning more precisely, is a process for setting future directions, a means to reduce risk, a vehicle for training managers and direct supports, a process for making strategic decisions, a way to develop consensus among managers and direct supports and a means to develop a written long-range plan. If properly designed, it can serve as a framework for decisions or for securing support/approval, provide a basis for more detailed planning, explain the business to others in order to inform, motivate & involve, assist benchmarking & performance monitoring, stimulate change and become a building block for the next plan. Strategic planning presupposes that an organization examines the environment it is working and focus attention on the pressing problem and map effective problem solving strategies for those problems.

Organizational strategic planning often involves the following steps: conducting and internal survey on the current standing of the organization, taking into consideration their strengths and weaknesses, financial performance, human resources, comparative advantage and limitations, corporate culture, current positioning in the markets and the general overview of the company.

An external analysis is also done to determine close competitors, market trends (opportunities and threats), technological changes and their impact in an organization, regulatory and legislative polices and frameworks in the operating environment and indeed other external factors and their influences on the organization.

The information gathered in the above analysis are summarized and presented as a document for the human resource and/or organizational planning team to work on them.

Furthermore, the organizational strategy planning involves the development of a mission, vision, goals and objectives, core values and steps towards achieving them. The planners define what the organization is all about and set the priorities. Goal setting may be the most important step in the planning process as it focuses on critical elements in the success of any business. It also establishes a framework and basis for the development of the other key elements of the plan. The next phase is defining the objectives which are meant to support or promote the goals already set in the plan, and then strategies on how the goals and objectives that can be achieved are outlined.

Strategic technology is critical for the growth and/or survival of any company as it clearly outlines the blueprint, (i.e. the various procedures and technicalities) that spurs an organization or a company to greater height especially to remain relevant and compete among its peers. It is necessary to remark that a proper strategy plan would be reflected in a company’s output, it presupposes that organization that promotes experimentation, continuously monitors the environment, monitor her operations and accomplishments and is committed to continuously accelerate performance.

A typical example of where proper Strategic Organizational Planning leads to business success is Apple Incorporation. It is one example of a successful enterprise.

Apple incorporation is company that has evolved into a multinational corporation. It designs and manufactures different types of computer programs and applications (like the MAC computers), computer electronics (like the iPod, the iPhone, the iPad) and the development of soft wares (like the Mac OS, iTunes etc). It is a model for the illustration of how a proper technological strategy plan and technological innovation leads to improved productivity. It was established on 1st April, 1976 by engineer founder Steve Jobs and Steve Wozniak, and having its headquarters at 1 Infinite Loop Cupertino, California 95014-2083. Apple is a perfect example of transformation of a company’s fortune occasioned by a proper technology strategy even when it had a very humble beginning.

Though established on April 1, 1976 in Cupertino, California, Apple was incorporated in January 3, 1977, and was previously named Apple Computer, Inc., for its first 30 years, but later on January 9, 2007 removed the word “Computer.” This was the current state of the company as it started venturing into other consumer electronics market though it still maintained the original business of manufacture of personal computers. As at 2012, Apple Inc. has about Seventy Two Thousand (72,000) workers on its payroll and by May, 2012, has over 400 retail stores at its disposal…

This human resource plan example was completed by a writer from EssayShark who is knowledgeable in this topic. If you need to get a paper of the same quality, just contact us. Our service provides students that are having academic issues with help 24/7. If you are among those students, do not hesitate. The deadline is looming by the minute. Our human resource plan example can’t be used as your own paper because you’ll fail from plagiarism. So, if you would like to get help, fill the order form with your requirements and wait for help. Contact us right now!

0 Thoughts to “Explain The Term Human Resources Planning Essay

Leave a comment

L'indirizzo email non verrà pubblicato. I campi obbligatori sono contrassegnati *