Note on Human Resource Planning and Human Resource Strategy

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Concept of Human Resource Planning

Human Resource Planning is the process of forecasting, developing and controlling of the human resources in any organization. Human Resource Planning identifies what must be done to ensure the availability of HR needed by the organization to meet its goal. According to French " Human Resource Planning is the process of assessing the organization's human resources need in light of organizational goals and making phase to ensure that a competent stable workforce is employed." Human Resource Planning ensures that the organization has the right number of an employee at the right place at the right time so that human resource problem will be solved when it occur. It provides information about the existing capability of the people in the organization as well as the kinds of skills to be developed.

Human Resource Planning requires complete inquiry of the present and future to ensure that the organization has the right number of people available.They possess the right kinds of skills to perform the job required by the enterprise when the work is needed.In short, HRP is the process used by the organization.

 

Characteristics of Human Resource planning

The basic characteristics of Human resource planning are:

i) Assessing current Human Resource: Human Resource Planning is an analysis process that is conducted internally ,which includes detail information of the employee or workers and skills already available within the organization.

ii)Planning and Development : On the one hand HRP is part of strategic planning and on the other hand, it is the development of employees jobs and career.

ii)Flexible and Dynamic : HRP is flexible and dynamic in nature because of internal and external environment factors business plans change. So, to cope with those changes HRP also changes and is dynamic in nature.

iv) Human Resource Needs: It estimate a right number of employee needed with right skills and competencies. Hence, it is future oriented.

v) Matching Demand and supply of human resources for future: Human Resource Planning helps to match the demand and supply of the human resources so that the organization can access a right number of people at right time and right place .

vi) Acquisition Function: Human Resource planning is the continuous process that tries to keep the organization supplied with the right people when they are needed. It concerned with the acquisition function of Human Resource Management.

vii) Time Horizon: Human Resource Planning can be the short term or long term planning as per requirement.

 

Importance of Human Resource Planning

 

The human resource is the primary resource of the organization. For the proper Human Resource Management, Human Resource Planning is the first factor which determines the Human Resource Management system of any organization and the need for  Human Resource Planning to meet its future human resource requirements.Without Human Resource Management and Human Resource Planning no organization can run.It is the blood of any organization The importance of Human Resource Planning can be defined on the following grounds:

i) Future Personnel Needs: Human Resource planning plays the vital role in determining the future need of human resource in an organization. It minimizes the future risks and uncertainties, shortage and excess staff problems.Human Resource Planning maintains a balance between demand and supply of human resource in the dynamic environment. It fulfills the organization's need for the right type of people in right numbers at a right time.

ii) Investment in HR: Organizations make an investment in their human resource either through training and development. The cost can be controlled to achieve efficiency through planning.

iii) Environmental Adaptation: Human Resource Planning enables an organization to adopt with changes in competitive forces, market, technology, product and government regulation. Such changes directly affect the Human Resource management factor, such as job content, skills, and organizational environment.

iv)  Personnel function: Human Resource Planning provides essential information for designing and implementing human resource function such as recruitment, selection, training and development and personnel movement. It provides better means for managing the human resource in the organization.

v) HR Development: HRP provides the better lead time for training and development program. This often lead to greater employee satisfaction, lower turnover and higher quality of work. It also helps to adopt with environmental dynamics through training and development.

vi) Utilization of Human Resource: Human Resource Planning ensures that the organization acquires and retains the quality and quantity of human resources it requires. It helps to utilize the Human Resource of the organization effectively and efficiently.

vii)Cope with change: Human Resource Planning enables the enterprise to cope with change in competitive forces, markets, technology, product and governmental regulation. Such change often generates changes in job content ,skill demand, number, and type of personnel. Shortage of people may be found in some areas while surpluses in other areas may occur.

Human Resource Strategy

Organization is more likely to be successful if everyone is striving for common goal and objectives.Strategic Human Resource Management can be defined as the linking of Human Resource Management with strategic goals and objectives in order to improve business performance and develop the organizational culture that foster innovation and flexibility. Human Resource and top management gather in one table to craft the company’s business strategy. Strategy provides the framework for specific Human Resource activities such as recruitment and training. Strategy helps the organization to achieve the organizational objectives in a competitive environment. Human Resource strategies are the course of action to help the company in achieving its strategic aims. In short, the Human Resource strategies ultimately provides the direction for Human Resource activities for its proper development and management. Human Resource strategies are the foundation of Human Resource Planning as well as Human Resource Planning is directed to the Human Resource strategy.

Relationship between HRP and Strategic planning

 

Types of Plans

1.Strategic plan: It differs considerably from short range tactical or operational planning.It involves the fundamental decision about the very nature of business.

2.Tactical plans: They deal with the normal growth of current operations, as well as with many specific problems that might disrupt the pace of planned, normal growth.

3.HR Plan: HR plan parallels the plans for the business as a whole.

 

 

Kharal, S.k. (2006).Foundation of Human Resource Management.Asian.

Shrestha, P. (2014).Foundation of Human Resource Management.Samjhana.

Acharya, B. s. (2014).Foundation of Human Resource Management.Kathmandu: Asmita.

Adhikari, D. (2010).Human resource Management.kathmandu: Buddha.

 

 

 

Human Resource planning is the process os forecasting, developing and controlling human resources in an organization. 

 

Characteristics of Human Resource Planning 

 i)Accessing current human  resource

ii) Planning and Development 

iii) Flexible and dynamic 

iv)Human Resource need 

v) Matching demand and supply of human resource for future 

vi) Acquisition Function 

vii) Time Horizon 

 

Importance of Human Resource Planning

i) Future Personnel Needs

 ii) Investment in HR

 iii) Environmental Adaptation

iv) Function for Personnel function

 v) HR development

vi) Utilization of Human Resource

vii)Cope with change 

Types of Plans 

 1.Strategic plan: It differs considerably from short range tactical or operational planning.It involves a fundamental decision about the varied nature of business.

2.Tactical plans: They deal with the normal growth of current operations, as well as with any specific problems that might disrupt the pace of planned, normal growth.

3.HR Plan: HR plan parallels the plans for the business as a whole.

 

 

 

 

 

 

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