HR PLANNING

Human Resource Planning

[Name of the Institute]

Human Resource Planning

Introduction

Human resource planning refers to the ongoing process of utilizing the most valuable asset of an organization, the human resource. The basic objective of human resource management is to put right people at the right place and at the right time. This planning should be based on the evaluation of employees about their interest, capabilities and aptitudes, and placing them in positions where they are most suitable, and are able to perform in the best interest of the business. The job for human resource department does not end over here; they are responsible for employing quality human resource who works not only for the business, but for their personal grooming and professional development. This will ensure quality performance of the employees and their job satisfaction. The planning part refers to the inflow and outflow of human resource according to the requirements of the organization. There are mainly three basic elements or objectives of human resource planning. These include, forecasting staffing needs, evaluating human supply, and balancing the supply and demand. We will now discuss each of these processes individually and shape our discussion towards reaching the strategic goals of human resource management.

As we have discussed earlier the human resource planning model is used by organizations to make sure that they have enough and suitable employees to carry out various business functions and objectives. For the proper commencement of the business functions, human resource management is focused in carrying out the following objectives.

Forecasting Staffing Needs

There are numerous processes through which management can assess the business requirement for employees. Forecasting how many employees your organization need, and what responsibilities they should be assigned to run its business require consideration of several factors. These include the economic analysis, internal business finances and evaluating the demand of products and services that your organization is offering, in the market. Considering existing staff of the organization and assessing which employees can be promoted to new positions, and estimate the turnover rate of employees.

Evaluating Supply

There are two processing in evaluating the supply of employees, evaluation of internal staff, and the evaluation of external staff. Internal staff evaluation will automatically occur when you forecast your staffing needs. This includes the proper evaluation of the capabilities of your existing staff in relation to the requirements of the business. On the other hand external staff evaluation refers to the demographic of the human resource that can be availed by the organization. This includes the level of education, unemployment rate, governmental regulations, mobility and various other factors that can support your business requirements. This evaluation will help you in determining you staffing needs and available resources to cater these needs.

Balancing Supply and Demand

The final element of human resource planning is the determination of the process that is required to keep a balance between the organizational demands and the supply of human resource. If the business requires more employees, HR will have to sort out ways to employ right people for the ...