Human Resource Article Analysis

Human Resource Article Analysis

“FROM PAPER-PUSHER TO STRATEGIC PARTNER; THE CHANGING ROLE OF THE HUMAN RESOURCE PROFESSIONAL”

The term human resource planning, according to Cloke (2002) refers to as possible to establish control over the flow of personnel within a company, both entering and exiting the same. In this sense requires use of information and even the statistical analysis, it is a strategic planning with strong character since she is obliged to make a projection of the labor needs of the organization, including the provision of personnel and planning those necessary to ensure that the company will have qualified employees when and where required (Glaspie-Ellis, 2006).

In this vein, the current trend in human resource planning is the label of strategic planning and as such requires use of information technology, information systems and decision-making and strategic analysis, they are the only tools that allow the hiring manager to be proactive in fulfilling its role as a participant in the formulation of strategic organizational plans (in which this paper emphasizes the strategic human resource management, as now is known) (Glaspie-Ellis, 2006).

The use of information systems in modern human resource management, i.e., the strategic human resource planning is derived from the type of information that it requires to operate, which according Valley (2003) one of these the exogenous character, which from the external environment of the organization, including predictable changes in the economy or market behavior, even of a specific industry as well as changes in government regulations, particularly with respect to social security and labor regulations (Jonathan, 2010).

Endogenous information, i.e., that originates within the organization, is used to develop organizational plans short and long term, it is relevant in the number of people who will be retiring in a period or leaving the company (flow of personnel) (Jonathan, 2010). Thus the precise handling of data which can obtain both types of planning requires the manager to the use of information systems and information technology, since they depend on having the right and proper time the inputs that allows forecasting future demand of employees, their skills and promocionalidad and the availability of different people in the external labor market (Glaspie-Ellis, 2006).

The strategic character currently has human resource planning has to break the paradigm that was only the departments of human resources devoted to it, now, for the speed of the flow of information and its availability throughout the establishment of decision making of ...