HR PLANNING

The Big Mistake That Many Organisations Make Is To Allow HR Planning To Be Left In the Hands of Their HR Department

TABLE OF CONTENTS

Introduction3

Objectives of Human Resource Planning5

The Meaning of Human Resource Planning5

Role of the HR Department6

Goals of Human Resources6

Plans with Employees6

Budget Planning7

Strategic HR Planning7

HR Strategic Planning Process8

Capacity assessment of current human resources8

Future needs in human resources9

Gap Analysis9

Examples of HR planning mistakes12

Conclusion18

Appendix22

The Big Mistake That Many Organisations Make Is To Allow HR Planning To Be Left In the Hands of Their HR Department

Introduction

Human resource planning is an essential part that holds the management companies, and this is because it is responsible for projecting future plans to be carried out with respect to the activities to be developed using human resources. If we analyze all the trends for corporate governance, we can see that most companies to achieve proper development of this management tool, represents a significant challenge. It is important that before developing a plan that can be efficient, for human resource planning have regard to the purposes we want to achieve by planning them.

The question here is that 'the big mistake that many organisations make is to allow HR planning to be left in the hands of their HR department'. While I would go in favor of this argument that an organization should not entirely leave the planning issues to HR department, rather, it should involve HR department people and other people, as well. For example, employees of the organization should also be involved in the decision making related to them. The managers and top management of other departments of the organization should also be involved. If a decision is to be made regarding the human resource of the marketing department, the top management of the marketing department should be given the opportunity to participate in the planning process. Hence, in this way, misunderstandings and obstacles would be at a minimum.

Generally carried out in order to achieve greater participation by the manager who must apply the most important decisions, placing it in this way is a strategic position for the company, it is essential that while engaged in human resource planning, responsible for this function must be highly qualified, it is also important to the development, and subsequent use of all the modern tools of which can have a company as well, it is necessary to successfully implement the corresponding analysis of the human resources sector.

The application of information technology is a major factor to consider because of the variety with respect to business information for each department that directly affects human resource planning. Moreover, the use of these systems is an advantage over the competition for those companies that have management systems only and not for human resources planning.

Anyway, despite all this represents a challenge for businesses today, we must say that companies are willing to devote much more effort with respect to human resources planning, measuring the link between investment and more formations of the payroll of the ...