How does the HR planning process facilitate the achievement of an organization's strategic objectives and how they enhance strategic planning?

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Human Resources (HR) planning is an essential component of an organization's ongoing quest to meet its strategic objectives. This type of planning plays the pivotal role of making sure that the company has the right people to do the job.

For example, if one of a company's strategic goals is...

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Human Resources (HR) planning is an essential component of an organization's ongoing quest to meet its strategic objectives. This type of planning plays the pivotal role of making sure that the company has the right people to do the job.

For example, if one of a company's strategic goals is to bring marketing in-house and save costs on paying an advertising agency, they are going to need to employ people who are qualified and experienced in marketing. They will need a marketing manager, and they may also need a copywriter, graphic designer, and proofreader. Finding, recruiting, and inducting the right people for these positions is the job of the human resources department, and without planning, the new marketing department will not be able to get going because there will be nobody to do the work.

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Human resources is an integral component of an organization’s strategic planning and is crucial to the plan’s implementation. While only one component involved in strategic planning, along with those responsible for finances and physical plant, human resources departments are responsible for ensuring that the personnel essential for the plan’s successful execution are in place. Recruiting, vetting, and retaining motivated, highly trained employees while dealing with personnel-related issues that invariably arise, such as personality conflicts, instances of sexual harassment, excessive tardiness or absenteeism on the part of some employees, etc., is a difficult task, but it is at the core of the strategic planning process and of the plan’s execution. Managers responsible for meeting manufacturing goals, for instance, are dependent upon the efficiency of human resources personnel to hire the right people. Hiring individuals who prove deficient in some manner can set back schedules and result in failures to meet important deadlines or manufacturing goals. Failures to properly educate employees on civil rights matters, such as the inappropriateness of certain types of conduct with respect to gender relations, can result in diminished morale and even finance- and reputation-damaging lawsuits by victims of improper conduct. All of this is the responsibility of human resources, and all of it is integral to the welfare of the organization.

Human resources offices enhance strategic planning by bringing to the table an essential component of the business equation: meeting the personnel requirements of the other components of the equation. H.R. personnel are involved in strategic planning because the other components cannot function without the right people.

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An organization’s strategic efforts can be enhanced by the human resources planning process because better employees are better for the company’s bottom line.

Research has shown that more satisfied employees are more productive (sage). Human Resource Management can be used to make sure the company has the best qualified employees, and those employees have what they need to do their jobs.

HRM is a tool used to try to make optimum use of human resources, to foster individual development, and to comply with government mandates. (enotes)

If you give workers an opportunity to improve and learn more skills while working, they will not only be happier but they will be more prepared, do a better job, and therefore be more productive for the company.  They will be happier because they are more marketable, both within the company and if they should choose to leave.  They will be more productive because they have more up-to-date knowledge.

To achieve equilibrium between employer and employee goals and needs, HRM departments focus on these three general functions or activities: planning, implementation, and evaluation. (enotes)

Therefore organizations should spend more time on human resources planning and management to ensure that the company’s most valuable resource—its people—is well-maintained and managed.  This will result in higher profitability for the company overall.

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