2)How does effective HRP and proactive HR practices help an organization to survive in the competitive environment? Introduction – Human resource planning is the most valuable assets of organization. It is a ongoing process of systematic planning to achieve optimum use. Human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. In order to realize company objectives, it is essentially to have a human resource plan. Human resource planning is essentially the process of getting the right number qualified people into the right job at the right time so that an organization can meet its objectives. In context of getting organization’s objectives or to achieve its goal human resource planning is the most important assets of an organization. It is a system of matching the people between existing employees and those to be hired or searched for. Human resource planning (HRP) is a forward looking function. Its tries to evaluate human resource requirements in advance keeping the production schedules, market fluctuation, demand forecasts, etc. it is an integral part of the overall corporate plan and reflects the broad thinking of management about manpower needs within the organization. Without human resource planning none of organization can survive. It is like being a human we need oxygen to live exactly like human an organization need HRP. Without planning organization cannot survive and work. Objectives – the
Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.
Human Resource (HR) strategic plan’s outline short term goals that have been aligned with their organization’s strategic plans. With the HR’s goals being aligned it also helps the representative know how much man power is needed from the budgeting process done through HR. The HR function of an organization is responsible for ensuring top talent is recruited and retained, which means ensuring success of an organization’s strategic plan.
Human resource planning will enable the Manager to work with the team to ensure they deliver a high quality service whilst achieving the required outputs and objectives. The Manager should create an action plan involving people, equipment, time required and space needed. Following this, actions can be delegated to team members and responsibility can be shared to ensure the best service is achieved. The Manager can monitor the action plan to ensure its on track to achieve the required outcomes to a high standard. Basic planning tools can assist which include staff rotas so that the right people are in the right place at the right time, calendars for effective time management, process maps & project plans to identity processes, spread sheets for staff to access and record information and regular meetings to ensure
Human resource planning is the process through which organizations identify current and future human resources needed for an organization to achieve its goals. It serves as a link between human resources management and the organization’s overall strategic plan.
The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,
Human resources planning relate to strategic planning in several ways, but at a fundamental level, we can focus on two issues strategy formulation and strategy implementation. HR planning provides a set of inputs into the strategic formulation process in terms of what is possible, that is whether a firm
In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes
Strategic Human Resource planning is the process of anticipating and providing for the movement of people with the skills and experience, into, within, and out of an organization to meet the long term strategic needs of the organization. [2]
Human resource management is a critical component of any project. The Human Resources Plan identifies how processes will be used to make the most use of the people assigned to the project. This section provides a description of what the plan entails and identifies how the project manager and project team can use this plan to assist in managing project resources effectively.
3.Objective The basic purpose of HRP is to decide what positions the organisation will have to fill and how to fill them. Objectives of human resource planning Forecast personnel requirements Cope with changes Use existing manpower productively Promote employees in a systematic way Human Resource Planning
According to E.Geister (2006,P30) “Human resource planning is the process that includes forecasting, developing and controlling by which a firm ensures that it has proper number of employee and right kind people at right place and right time for which they are economically most useful”. R.K Sharma and S.K Gupta explains the various objectives of human resource planning. Some of them are Assessing skill requirement in future, Controlling the wages and salary, Cost ensuring higher labour productivity, Ensuring proper and efficient use of Human resources in an organisation.
According to Ruth Mayhew Human resource planning is to help the entities to meet the organisational goals because planning links human resource planning with the actual operational process, and also one of the most reasons of human resource planning is to counteract the uncertainty and changes. Human resource planning helps Tesco and any other business to maximise career development and high employment retaining methods. Planning has the
It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.
Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.
There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.