Determining the right objectives of human resource planning according to the target determines the value of the planning, its successful implementation and extracting optimum result.
Importance of human resource planning in the organization differ from company to company. A human resources department plays an important role in a given organization, as this department is responsible for recruiting individuals and managing existing employees to get the maximum return on all company activities and investments.
What is HRP and its Purpose?
Human Resource Planning (HRP) is a continuous process of systematic planning to achieve optimal utilization of the organization’s most valuable resource-quality staff. Human Resource Planning ensures the best fit between employee and job while avoiding shortage or surplus of manpower.
What are the main goals of human resource planning?
The main purpose of human resources planning is to achieve the organizational goals, requiring the right number of employees with the skills required.
What are the steps in human resource planning?
Analyze organizational objectives
Current Human Resources Inventory
Human Resources Supply and Supply Forecast
Estimating Manpower Gaps
Formulation of Human Resource Action Plan
Monitoring, control and response
What are the main goals of human resource management?
Successful use of people to achieve specific and organizational goals of human resource management objectives includes successful both employees (i.e., hiring employees and retaining employee information); And salary lists (holding employee information related to employee payments).
Day-to-day activities include improving employee relations, developing administrative manuals, hiring new management, and performing evaluations to ensure all employees meet company goals and expectations. The main focus of this section is to plan as human resource representatives recruit people and make plans for the future.
Human resource planning is needed to achieve the goal of estimating potential human resource needs; To address the changing needs of the organization by considering changing technology; To make full use of the organization’s existing and potential workforce; And employees ’career plans.
Objectives of human resource planning
Employee planning is a process used to establish the goals of workers’ role and to develop appropriate strategies to achieve the goals of the organization. Human resource planning means that internal and external employees match the vacancies expected in the organization over a period of time. This helps the department of staff to provide the right employees to the organization at the right time. That is why it becomes a high priority activity. Different experts then point out the objectives of human resource planning.
The following is a list of some of the main objectives of human resource planning that you must keep in mind as a business student.
When a company hires new employees, it is often the human resource managers who are responsible for interviewing new applicants to ensure they meet the company’s requirements. One of the main objectives for human resource managers is to find the right person with the most well-mannered skills and experience needed for the organization. Experienced workers will complete the task for the shortest money with the goal of maximizing profits. Furthermore, finding the best-fit staff is part of the organization’s future plans.
Some workers are governed by unionized laws and regulations. There are also human resources departments in companies operating under union rules. One of the main objectives for unionized companies is to follow the union’s rules and plans in terms of wages and salaries. This means respecting the requirements set by the union, regardless of the performance and seniority of the employees of the company.
Human resources staff are responsible for developing manuals and guides for managers and managers to follow, whether they are manual training or safety guides. One of the main goals of the human resources department is to create guides and manuals that not only hold true over the years, but also provide a designed approach to getting things done in a given organization. These administrative guides give the company control over how employees perform.
Equality and validity
Another major purpose of the human resources department in planning is to create plans, regulations that meet local and statewide laws in a given industry. For example, a human resources department of a food service company must comply with local, state and federal laws and regulations to preserve food products and services while preparing administrative manuals for employees and managers.
systematic human resource plan
Conduct a systematic human resource plan in the sense that it is organized and managed on the basis of a perceived reality
Identify future opportunities and dangers, which, combined with other important information, will provide an organization the basis for making better decisions at the present time to exploit opportunities and avoid risks.
Design a desired future and identify ways to achieve it
Although small, each company must review the plan regularly to determine who needs the talent or who may be able to take on new responsibilities within the organization.
tips for daily planning
Planning is the key to success in professional life. It is about anticipating, visualizing, and preparing for your challenges that will affect your day-to-day needs and the development of your work. Planning and not dying in the pursuit is a daunting task that sounds simple, but it must be combined with the reality enough to be effective. Follow these tips from Business Study Notes and learn how to organize.
Meet the organizational needs
Human resources are related to the future needs of the organization in order to recover the greatest investment in human resources
Pair or adjust employee skills to the needs of the organization, emphasizing the future rather than the present
Forecast the labor demand or how many workers the company will need in the future
Provide workers with the skills needed to meet labor supply or labor demand in the organization
Plan on a continuous basis and support appropriate action if necessary, as the human resources environment is constantly changing.
Recognize the terrain
Walk past the field you are about to move into. Examine what kind of tasks you plan to do: size, approximate time, manual or mechanical, creative, analysis and concentration, with half or with a partner.
Visualize your big tasks in small pieces
If you are going to do big things, you have to treat them in a special way, like mini projects. Follow some practical ideas like breaking them down and sharing them wisely in two days.
Organize and study your agenda
Study your agenda in search of great “time-outs” such as meetings, visits, layouts, and some work. Do not underestimate the time that can snatch you away and thus set realistic expectations for the future.
Do one thing at a time and don’t overload yourself
Schedule a moment for each pending activity; Even if you can and do change the order, it is best to rank the tasks, especially at the beginning. Do not leave everything in incomplete hands, but do not shoot for several hundred activities a day.
Get ready to get started
Like the first song of the concert, the first task marks the rhythm and success of the day. Make sure you have all the materials and equipment you need in advance. Keep in mind that the one who takes the bulk of it gets a bit chewy. Be organized and adjust every day of the day to become a skilled professional.
Purpose of Human Resource Planning (HRP)
Recruit and maintain HR of the required quantity and quality.
Make predictions about employee turnover and reduce turnover and consequently fill vacancies.
To meet the requirements of programs such as expansion, diversification, etc.
Reducing imbalances due to not having the right amount of human resources at the right time, time and place.
Make the best use of its human resources; And
Estimate human resource expenditure.
Assessing the impact of technology on work, the needs of existing employees and future human resources.
Improve knowledge, skills, values, abilities and discipline etc.
Assess the surplus or deficit of human resources and take action accordingly.
Maintaining pleasant industrial relations while maintaining the optimal level and structure of human resources.