IMPORTANCE OF HR PLANNING

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 the human capabilities needed to successfully implement a strategy to achieve goals.

Biles et al. (1980) described that developing strategy, decision making mechanisms and having the right machinery and tools are vital to the success of any business. Human resource planning is important for good operations and some of the planning strategies include making action plans, implementing, and tracking the organizational mission and periodically collecting, processing, and analyzing quantitative data to see the company’s success rate. Biles et al. (1980) further explains during the planning process, the availability and utilization of mechanical capabilities must be considered to deal with critical situations and contingencies which makes the planning process reliable and efficient.


Significance of HRP

Speamerfam (2011) explains that recruiting the best talent for the task of the HR department. It takes a lot of planning to run an attractive ad to attract talented candidates. Then a job description is provided to show the details of the job, job responsibilities and skills required. Employee turnover is also anticipated in human resource planning.

Dwevedi (2012) describes HRP is a process that helps HR to perform its critical functions, such as providing accurate and timely information about when to hire employees. This timely process saves additional costs to the company.


References

  • Biles, G. E. and Holmberg, S.R. (1980). Strategic Human Resource Planning. Glenn Ridge, New Jersey: Thomas Horton and Daughters. P78.
  • Burack, E. H. (June 1985). “Linking Corporate Business and Human Resource Planning: Strategic Issues and Concerns.” Human Resource Planning. PP.134
  • Dwivedi, R.S. (2012) Human resource planning as an important practice to anticipate future human resource requirements of the organization – literature review. International Journal of Research in Business Studies and Management, Volume 5, Issue 3, 2018, PP 24-30 [Online]. Available at https://www.ijrbsm.org/papers/v5-i3/4.pdf. Accessed on 26th August 2022.
  • Gould, R. (1984). “Gaining a Competitive Edge through Human Resources Strategies” Human Resource Planning.
  • Hax, A., C. (June 1985), “A Methodology for the Development of a Human Resource Strategy” Sloan School of Management, P9.
  • Speamerfam, G. (2011) “What is human resource planning and the level of importance to an organization”?.


Comments

  1. Virosha AriyawanshaAugust 29, 2022 at 12:44 PM

    The primary goal of human resource planning is to ensure that employees have the best possible interaction with their jobs. Additionally, this planning procedure verifies that there are the appropriate amount of employees, i.e., neither a surplus nor a shortage of labor. The three core responsibilities of human resource planning are to forecast labor needs, manage the market's supply and demand for workers, and maintain equilibrium between forecasts for both supply and demand. People Resource Planning is a long-term process that is arranged in such a way that the organization's human resources are properly utilized. Planning receives extra consideration in order to establish and maintain the ideal fit between the job and the individual (Aslam, 2013).

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 7:47 AM

      Reilly (2003), explained that by using workforce planning, an organization can try to predict future labor demand and assess the quantity, type, and source of supply that will be needed to meet it.

      Delete
  2. Aruna AththanayakeSeptember 2, 2022 at 12:03 PM

    According to Malik (2022) Human resource planning enables businesses to meet their current and future demands for talent, allowing human resource managers to anticipate and develop the skills most valuable to an organization, and providing the enterprise with the optimal balance of staff in terms of available skill-sets and numbers of personnel. Proper planning also provides a path for future development by establishing a reservoir of talent capable of filling leadership roles. And in the long term, human resource planning helps align human capital management more closely with business strategy.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 3, 2022 at 8:14 PM

      Scholars and practitioners have argued that tightening the linkage between HRM and organization strategy has become essential to competitive viability (Dyer, 1983; Schuler and Jackson, 1987).

      Delete
  3. shiran rodrigoSeptember 6, 2022 at 10:16 AM

    In their journal article Aslam et al. (2013), describes many factors that change the entire way human resource planning is done. These could include both internal and external elements that have an impact on the entire human resource planning process, such as the organization's approach to open competition in the market, the environment it operates in, and how it integrates workforce planning with other departmental planning. All of these help to establish various policies and procedures while creating human resource planning.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 7:49 AM

      Identifying the gap between what is needed and what is available is the goal of human resource planning, which forecasts organizational demands for employees while taking into account both internal and external labor supply to meet staffing requirements (Santos, Zhang, Gonzalez & Byde, 2009).

      Delete
  4. NeelSeptember 6, 2022 at 6:50 PM

    Well explained LARRY , Moreover, In a large organization , planning and organizing an induction program is a primary responsibility of HRD (HR Client Service, University of Southern Queensland, 2015). It seems that an effective program is the responsibility of the whole organization and its participants.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 8:00 AM

      Organizations provide development and improve the quality of both new and existing employees through organized training. According to Khawaja & Nadeem, training is considered as a systematic method to learning and development that enhances individual, group, and organizational performance (2013). (Goldstein& Ford, 2002)

      Delete
  5. Shafaz AhamedSeptember 7, 2022 at 10:36 PM

    According to Cascio (1992), HRP itself can be either strategic (long term and general) or operational (short term and specific). HRP may be organization-wide, or it may be restricted to divisions, departments, or any common employee group. It may be carried out on a recurring basis (e.g. annually) or only sporadically.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 8:04 AM

      Human resource planning strategies can improve a company's performance, according to Katua et al. (2014). The researchers' conclusions led them to advise businesses to create and record HRP strategies with the goal of improving both employee and organizational performance.

      Delete

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