Humans are the most important resource an organization has, which means that human resource (HR) planning is essential to any entity. Human resource planning has many different aspects, which I will briefly review.
HR departments are responsible for staffing their organizations with the best possible people for the job. This involves considerable planning, to determine staffing level needs, to predict turnover, to create requirements and job descriptions for hiring. Advertising for new hires must be planned, as must a vetting process, which would include the creation of applications, the structuring of interviews, decisions on what combination of experience, skill, and education should be required for a job.
HR departments are responsible for training employees. This also involves a great deal of planning. Will training be conducted in-house? Will an outside service be brought in for training. Perhaps it should be a combination of both? HR departments must plan ahead for training needs. New job training, cross-training, and soft skills training must be planned for. Plans must be made to minimize "down" time as employees are trained.
HR departments are often responsible for firing and layoffs. This, too, involves planning. There should be a consistent process for terminating people, since inconsistencies can trigger lawsuits.
HR departments are often responsible for compliance with EEO regulations, to ensure that hiring, firing, transfers and so on do not run afoul of anti-discrimination laws. This means that plans must be made to be sure that such laws are complied with.
HR departments are responsible for gathering and maintaining statistics on employees. This means that there must be a system in place to keep statistics, something that must be planned for.
HR departments are usually responsible for handling various administrative actions, for example, workers' compensation or unemployment compensation claims. Plans must be made concerning these. Should outside counsel be retained? Should the HR department take care of this in-house? Who will be responsible for this within the department? Will an HR person need training to do this job. This is part of the budget-planning and staffing process for the HR department.
Once in a while, an HR department is responsible for the "social" side of the organization, taking care of sympathy cards for employees with deceased family or planning for social events within the organization.
HR departments are crucial to the organization because they are responsible for people. Without good planning in the HR department, it doesn't matter how good a product or service is. We always need people.
"What does Human Resource Planning - HRP Mean?
The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset - its human resources. 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.
Tools used for HRP - humanconcepts org planning software
Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. All human resource management activities start with human resource planning. So we can say that human resource planning is the principle/primary activity of human resource management. From human resource planning the organization identifies how many people it has currently and how many people will be required in future. Based on this information major human resource decisions are taken.
1.the company is able to find out how many people will be required in future. Based on this requirement the company could take further actions. This method also helps the company to identify the number of jobs which will become vacant in the near future.
2.The recruitment and selection process is a very costly affair for a company. Many companies spend lakhs of rupees on this process. Therefore recruitment and selection must be carried out only if it is extremely necessary. HRP process helps to identify whether recruitment and selection are necessary or not.
3.Since the HRP process is conducted for the entire organization, we can identify the requirements for each and every department. Based on the requirement, we can identify existing employees and place them on those jobs which are vacant.
4.HRP make performance appraisal more meaningful. Since feedback is provided in performance appraisal and employee is informed about his future chances in same company, the employee is motivated to work better. Information for all this is collected from HRP process.
5.HRP identifies vacancies in the entire organization including all the branches of all the company. Therefore when the company implements promotion policy it can undertake its activities in a very smooth manner.
HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization.
The HR inventory should not only relate to data concerning numbers, ages, and locations, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements.
HR inventory calls for collection of data, the HR audit requires systematic examination and analysis of this data.. Based on this information, one can then be able to predict what will happen to HR in the future in the Organization. People are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organization’s objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing potential of its employees.