OBJECTIVES OF HR PLANNING

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 perspective within which it is utilized”. To better implement the HR planning process, HR planners must have clear and specific goals.

 

Ulrich (1987) outlined that human resource planning is recognized as a resource for developing organizational functions based on business mission and objectives. With the help of planning, the organization will identify the areas that need improvement and development to succeed. “ Many HR planning methodologies have been developed and organizations have also crafted their own, most of these methods are similar to those described in the literature like: setting up formal objectives, identifying appropriate organizational strategies and searching for any innovative HR applications”.

 

Michael (2006) said that objectives of human resource planning of any organization depend on a lot in its context. The objective of human resource planning means anticipating the needs of the organization’s internal and external availability of staff and identifying the gap (Santos, Zhang, Gonzalez & Byde, 2009).


Noe (2012) mentioned that other factors which affect the forecasting demand of employees include staff turnover, termination of contracts, staff transfers and re-location, retirement, new technology scope, quality improvement decisions of services provided and minority hiring objectives. When it comes to HR planning, a mathematical formula used to project future human resource needs based on established relationships between organizational employment level and few measurable factors such as motivation and compensation to make sure future requirements are met.



References

  • Butler, J. E. Ferris. G. R. and Napier, N. K. (1991). Strategy and Human Resource management, Cincinnati: South-Western Publishing Co.
  • Manzini, A. O. (1988). Integrating human resources planning and development: the Resource Planning, Vol. 11, 79-94.
  • Michael, A. (2006). Human Resource Management Practice. Cambridge University Press.
  • Noe, R.A. (2012). Human Resource management: Gaining a Competitive Advantage. New York, NY: McGraw-Hill.
  • Santos, A., Zhang, A., Gonzalez, M.,& Byde, A. (2009). Workforce Planning and Scheduling for the HP IT Services Business. Paper presented at the Multidisciplinary International.
  • Ulrich, D. (1987). ‘Strategic human resource planning: why and how?’ Human Resource Planning, Vol. 10, no. 1, 37-56.
  • Walker, J. W. (1990). ‘Human resource planning, 1990 style’. Human Resource Planning, Vol. 13, no. 4, 229-240.

Comments

  1. chathurangapereraSeptember 2, 2022 at 10:32 AM

    Hi Larry, most organizational practices, however, the effectiveness
    of HR planning depends on the perspective within which it is utilized”. HR planners need to
    have clear and precise objectives in mind in order to better execute HR planning process.
    Walker (1990)

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 3, 2022 at 8:32 PM

      HR professionals are encouraged by these authors to link their efforts with the strategic planning process and, in effect, create a strategic partnership with organizational line managers. As a result of such a partnership, HR efforts will become significantly more congruent with overall strategic objectives (Ulrich, 1992).

      Delete
  2. Ashfaq NazeemSeptember 7, 2022 at 11:55 PM

    Larry, a very clear article and to add to it; Edwards (1983) discussed three pillars of
    manpower planning which is the prediction of the future demand for human resources, the prediction of the future supply of the human resource and closing the gap between the first and second pillar, and making policies for that.

    ReplyDelete
    Replies
    1. Larry ShanthikumarSeptember 8, 2022 at 7:45 AM

      Reilly (2003) defined, 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
  3. Randika TennakoonSeptember 20, 2022 at 12:23 PM

    Good post Larry, In the era of industrialization, structured HR planning has become a really important aspect. It is carried out in a particular sequence of steps which begins with analyzing the current inventory of manpower available(M Meena)

    ReplyDelete

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