STRATEGIC HUMAN RESOURCE PLANNING

Strategic Human Resource Planning

Strategic Human Resource Planning

Introduction

This paper presents a detailed account of human resource planning and management practices. In this paper, we will also consider legal frameworks and regulations for recruitment and selection procedures and current practices prevailing in the British firms. In addition, this paper also includes a discussion on organisational culture and related social issues, such as work-life balance, policies and procedures for grievance, dismissal and disciplinary actions as in practice in a British firm, called Tesco.

1. Human Resource Plan and Strategic Objectives

1.1. Strategic Importance of human resources requirements

The Human Resources Strategic Planning should be viewed as a fundamental part of the company's strategic planning. The central objective of strategic planning is to achieve maximum benefit from the internal resources by selecting the environment where they have to deploy such resources and resource deployment strategy. For example, try to find a niche market that the company can better respond to potential competitors, which, therefore, the application of resources is more profitable than in other circumstances (Bechet, 2008, 32).

Strategic planning allows the organisation to take an active rather than reactive in shaping its future, i.e., the organisation can undertake and influence them (rather than just responding) and therefore can control your destination. Small business owners, CEOs, presidents and managers of many profit and non-profit organisations have recognised and obtained the benefits of managing their strategies.

So, how to execute strategic planning takes on enormous importance. A central goal of the process is to ensure that all managers understand it and commit to it. The understanding may be the most important benefit of strategic planning, followed by compromise. While making good strategic decisions is one of the major responsibilities of the owner or CEO of an organisation, both employees and managers should participate in formulating, implementing and evaluating strategies. Most of the corporations such as Tesco use strategic planning to make effective decisions. Strategic planning helps leadership, organisational knowledge, competition, company structure and strategy formulation informed teachers set period of time.

1.2. Impact of Human Resources Planning

It is a fact that organisations that apply the concepts of strategic planning are more profitable and successful than those who do not. Businesses that applied strategic planning had sales; profitability and productivity much higher than companies that do not systematically plan. It is a fact that the practices of companies with the best results reflect an orientation that goes more strategies and a focus on a very long time. Companies enjoy optimal results are systematically plan in order to prepare for future fluctuations in their internal and external environment.

Companies often show poor performance due to some unavoidable reasons such as: uncontrollable factors, such as economic conditions, changes in technology or foreign competition. In addition to helping companies avoid the financial, strategic planning offers other tangible benefits such as improved alert for external threats, a better understanding of competitors' strategies, increased employee productivity, a less opposition to change and a clearer understanding of the relationship between compensation and ...