HUMAN RESOURCE PLANNING

Human Resource Planning

Human Resource Planning

Introduction

Planning is not only important in organization, it is also important in everyday life. Human Resource Planning includes collection of information, creating objectives, and decision making to facilitate the company to achieve its objectives. This paper demonstrates the understanding of human resource planning and reasons for human resource planning in an organization. It is an important element on the Human Resource Management (Shwind et al., 1995. p.78). Human Resource planning links Human Resource management directly to the strategic plan of any organization. It furthers elaborate the stages in human resource planning and recruitment process along with the comparison of recruitment and selection between two organizations and its effectiveness. The chosen companies for the comparison of recruitment and selection are Microsoft and Red Cross.

Discussion

Subheading - 1

The reason to manage a human Resource Planning is because of the cost involved, as it forms a significant part of the budget and employees (Armstrong, M., 2012. p.78). The organization maintains the required staff by using recruitment process without any discrimination to fill the staff shortage. Most of the times, company uses training and development programs because of the implications of the involved cost.

Reasons to manage Human Resource planning are to increase the volume of the business or to control the labour cost. The company does it as part of their organizational strategy or to meet labour supply and demand. Technological changes and changing nature of the work encourages an organization to manage HR Planning (Schuler, R. S., & Jackson, S. E., 1987. p.130).

Subheading - 2

Activities include in the Human Resource planning are:

Need - an organization analyze the need for human resource planning because of environmental changes, externally and internally. Externally, an organization is impacted by technological changes. Internally, an organization is impacted by the retirement and turnover.

Planning Phase - It involves four phases in human resource planning:

Analyzing and gathering data about supply and demand based on the future of business plans (Bhattacharyya, D. K., 2009. p.103).

An organization must recognize their specific objective that may affects decision-making with regards to candidates, whether to hire through internal or external exploration.

Third phase involves designing and implementation of programs that meets the objectives of an organization. It may includes, recruitment process, training and development or to retain staffs.

The last phase involves monitoring and evaluating the human resource planning effectiveness and brings about changes if necessary (Schuler, R. S., & Jackson, S. E., 1987. p.56).

Demand Forecasting - it involves the forecasting of demand for particular position and skills.

Succession Planning - it involves the identification of the position in the company and creates a plan to fill that position through external or internal exploration. It also includes leadership development program, or training and development program.

Future - the company analyze future supply and demand within the organization, which may include contingent workers, virtual workers, and advancement of technological (Richards, L., 2013).

Organization requires to follow a recruitment process to fill a vacancy or new position that contributes ...