HR PLANNING & RETENTION

Objectives of Human Resource Planning Butler et al (1991) describes that, human resource management plays an important role in creating a competitive advantage for an organization over its industry competitors. Manzini (1988) outlined that all organizational initiatives must be integrated with HR practices to successfully integrate the company’s strategy. All strategic initiatives such as growth, better customer service, innovative production methods, improved after-sales services, merges etc. are aligned HR practices and organizational policies, e.g., by organizing, communicating, developing, evaluating and motivating employees, as well as observing the future potential of the organization, the chances of successful implementation of strategic plans and better results are increased. Also HR practices should be aligned organization objectives.   Walker (1990) mentioned that “Like most organizational practices, however, the effectiveness of HR planning depends on the persp...

Planning - A Business Strategy Gould (1984) explained that many factors require the attention of HR specialists and strategists, for example cultural strategies in case of any conflict can negatively affect the successful implementation of planned future actions and strategies. Hax (1985) emphasized that the important role of HR strategy is to support the firm in long-term and create a long-term competitive advantage. It is important that the HR strategy develops and implements well-coordinated objectives and makes clear effective action plans. It is considered as an important component of an organization’s business strategy. Workforce planning Burack (1985) explained human resource planning is the main function of the human resource department. The HR planning process ensures that the right number of employees are available at the right time, in the right place for the business. Gould (1984) in a study explained that assessing HR issues helps a company gain useful insight into...

Impact of human resource planning process on organization’s performance According to Edwards and Pearce (1988) “Human resource planning is particularly important for emerging, rapid-growth and high-tech businesses. Mature business in need of new products, services, markets, acquisitions or divestitures must also plan to identify, attract or reallocate  the talent necessary for revitalization and continued competition”. For satisfactory preparation and employee career development needs, meeting organizational requirements and succession organizational planning and development plays an important role. If in case internal labor supply is greater than the need, and the problem of realigning resources is inevitably treated. According to Craft (1980), Human resource planning plays an important role in decision making and determine the characteristics of the applicant to choose the most suitable for the institution.  Noe et al (2003) explained that it is important to deploy...

HR Planning – Introduction Human resource planning is the process of analyzing and determining the need and availability of human resources for an organization to achieve its goals (Bulla and Scott, 1994). The main purpose of human resource planning is to ensure that the organization has the right personnel, with the right capabilities, at the right time and in the right place (Jacobson, 2010). Dwevedi (2012) Human resource planning is seen as a process that helps in the proper performance of important human resource functions, such as providing accurate and timely information about when to achieve revenue, sales and production levels. Figure 1.0: Five steps of human resource planning Source: (John,2008). STEP 1: Review of business goals: To run their business smoothly, organizations need to identify and define their business objectives and prepare government documents including budget statements, strategies and other necessary documents such as business plans (John, 2008). This is...