The core function of Human Resource Department

1892 Words Mar 7th, 2008 8 Pages
Planning: the core function of Human Resource Department Page � PAGE �1�

ABSTRACT

Human Resource planning is a process of identifying current and future human resources needs for an organization to achieve its goals and strategic objective. It involves, but not limited to forecasting an organization's future demand and supply for different types of employees directly linked to its business needs. Implementation of gap analysis between future HR supply and future demand is taking place first. Strategies are then developed in order to minimize the gaps and may involve recruitment, internal staffing, development and training, and activities relating to rightsizing. Forecasting future needs implies proper understanding of the future
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Basic questions that HR planners should answer are the following: "What are the jobs needed to be filled during the coming period of time?" and "How and where we are going to get people from to fill those jobs?"

What are the jobs needed to be filled? Answering the demand question requires prediction: who will leave jobs and create vacancies, which jobs will be eliminated, and which new jobs will be created. One of the methods for predicting the vacancies and increasing number of jobs is to project historical statistics into the future, the so called Statistical Techniques. This is applicable for organizations with a long history in the market and a clear understanding of their business, which can easily predict the demand for their products or services (production volume, level of sales, number of contracts, etc.).

Behavioral theories of the causes of turnover (Richard Mowday, Lyman Porter, and Richard Steers - The psychology of commitment, absenteeism, and turnover - 1982) accompanied with conducting employee surveys particularly designed to assess basic predictors of turnover (such as job satisfaction), in addition to the support of human resource planners can give enough information to predict how many filled positions can possibly become vacant. This information is more accurate and can be useful mostly when a single organizational department has a large number of employees. Nevertheless, on practice it is less precise when making predictions
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