The Strategic Importance of HR Planning for any Organization - Coursework Example

STRATEGIC IMPORTANCE OF HUMANRESOURCE PLANNING FOR ANY ORGANIZATION Name Course Instructor’s name Institution Date STRATEGIC IMPORTANCE OF HUMANRESOURCE PLANNING FOR ANY ORGANIZATION In today’s business world most firms and companies strive on both their global and local competition in order for them to be able to compete with other firms in the same level. Thus, Human Resource planning is a strategy that these companies and organizations have taken up in order to remain competitive in the market. On the other hand, researchers and economists have argue that businesses and organizations in the business environment have tried to cope up with the evolving business environment both locally and globally by coming up with strategies to counter the most common problems that they face (Zula & Chermack 2007, pp.245-262). In this case, Human resource practices and planning according to these economists and researchers is one of the best-developed strategies to counter the variety or problems that businesses and organizations face in this industry. This paper, therefore, aims to review the strategic importance of HR Planning for any organization. Mcmahan, 1992 emphasizes that Human Resource planning is not only limited to the notion of “investment in man” rather its purpose is to assist companies and organizations meet their strategic goals through attracting and maintaining the right workforce for the organization and administering them successfully (Pare and Tremblay 2007, pp. 243). Miller, 1989 claims that the purpose of Human Resource planning is to find the right “fit” between the organization management its employees. Additionally, he also claims that Human Resource planning is an approach that focuses on the workforce issues, macro-concerns of the organization such as; the organization excellence, dedication, and harmonizing resources for the future needs and the organizations standards (Yang 2014, pp.496-510). In addition to this, Wright, 1992 insists that Human Resource planning also involves improvement of the organization’s workforce behaviors and efforts for the formulation and implementation of strategic needs in the organization. Moreover, he also claims that part of Human Resource planning also entails the deployment of activities that are intended to enable the organization to achieve its goals (Mahmood & Absar 2015, pp. 175). One significant importance of human resource planning is that it helps in determining the business goals of the organization. Thus, Human resource planning entails helping the business, company or organization to understand the current business environment in a particular area where it is in operation. Consequently, Human Resource planning will also entail looking at the emerging changes, trends, Human Resource priorities and legislative reforms that could help the organization, business or company adapt perfectly to this environment (Walker, 2008, p.120). Human Resource planning helps businesses, companies or organizations determine whether or not they need to adopt strategic partnerships in order to facilitate smooth business operations in this particular environment. Therefore, Human Resource planning will entail a review of the organization, business or company’s accountability requirements and whether they have been met as well as a review of strategies on workforce planning that should be adopted (Santora & Bozer 2015, pp.14) Human Resource management entails the business or organization carrying out an environmental scan hence enabling a business to be able to plan for any shortages or surpluses in its workforce’s skill set and specific occupations (Torrington, Hall & Taylor, n.d.). Therefore, through Human Resource planning these companies, organization or businesses carry out a key demographic employment data analysis to review whether their current occupational groups have the right competencies, skills and ability that meets the requirement of the current company’s, businesses’ or organization’s business environment(Thite 2011, pp.623-631). Additionally, human resource planning entails these organizations, businesses or organizations carrying out an internal scan which is primarily used in identification of the factors within these organizations, businesses or companies which affect their capacities in meeting their internal opportunities and goals (Santora & Bozer, 2015, pp14). In this case, these companies, organizations and businesses are therefore able to note their internal strengths, opportunities and strengths which enable them to minimize their risk and challenges in their current business environment. Human Resource planning is also essential for these businesses, organizations or companies since it entails conducting an external scan which is aimed at identifying external factors which might affect their workforce capacity. The external scan analysis, in this case, is also important in helping these organization, businesses and companies note their operational needs as well as the emerging issues in their current business environment (Hughes 2012, pp.12). On the other hand, Human Resource planning through this external scan analysis is essential since they also consider the existing opportunities which are advantageous to these organizations, businesses or companies departments which also enable them to identify potential risks in their external environment, therefore, it can come up with suitable strategies for the management of these risks (Bratton 2017 n.d). Human Resource planning is essential in conducting gap analysis which makes it increasingly essential for these businesses, organizations or companies. This enables the projection and blending of their current Human Resource requirements with the focus on their future. In this case, these organizations, companies or businesses are therefore able to analyze their departmental goals and priorities as well as conducting an environmental analysis then align them with the current business environment requirements (Pare & Tremblay 2007, pp.326-357). Besides, the gap analysis, in this case, is also essential in identification of the Human Resource needs through the identified gaps and projected Human Resource requirements (Dessler, n.d.). The gap analysis is also essential for the businesses, companies or organizations since it helps them in identifying any foreseeable skill shortage in a particular occupation group, the current skill level in their workforce and whether there is need for the acquisition of new skills and risk analysis that reveals their potential success rate in their current business environments (Jørgensen, Becker & Hyland 2014, pp. 187). ™ Human Resource planning is also essential since it helps in the setting of Human Resource priorities. In this case, subsequent to the gap examination in the current business environment of these companies, businesses or organizations it also helps in determining their strategies to be created in order to achieve their desired outcomes (Orme 2008, pp. 8). These strategies revolve around; development of a talent pool, improvement of their current work environment, organization development, workplace well-being and workforce retention. Human Resource planning is also essential for businesses, companies and organizations because it ensures monitoring, evaluation and reporting of all the Human Resource performance (Moreira 2008, pp.1864-1880). This is essential since is ensures that assessment in the target areas is carried out as well as ensuring that organizational learning and improvement is taking place to ensure that the future priorities are as well taken up. Consequently, Human Resource planning through monitoring, evaluating and reporting ensures that Human resource goals are clear and measurable as identified (Mayo, 2015, pp.174-181). it is also essential because it ensures that the businesses, organizations and companies HR performance are aligned with those that fit their existing business environment. It also ensures that measures are in place to these businesses, organizations and businesses to track their performance as well as analyze other cost benefits in their current business environment (Foot, Hook & Jenkins 2016, n.d). It is also essential since it entails carrying out results of these companies, organizations or businesses performance indicators for purposes of priority setting on the performance that they should focus on in the next fiscal year, it is also important since it is used in measuring the degree of success that they can achieve in their current business environment (Luo and Milne, 2013, pp.81-100). Theoretically, the use of hard Human Resource planning metrics entails using verifiable data by these companies, organizations and businesses which is quantitative data, points in the evaluation of their performance and how well their workforce carries out their assigned tasks. In this particular Human Resource planning theory these businesses, organizations and companies’s Human Resource uses some sources such as the employee records, managerial reports and project databases in their planning. On the other hand, this theory states that the human resource also obtains hard numbers from these sources which make the planning more accurate (Jørgensen, Becker & Hyland 2014, p.187). Aside from this, in this theory, the Human Resource uses sophisticated software’s and programs in calculation of how the employees meet the project goals as well as the cost estimations an aspect which places them in a much better position to make more accurate realization of these organizations, companies and businesses performance in their new business environment (Hoch & Dulebohn 2013, pp.114-125). The use of soft Human Resource planning metrics is another crucial theory in the analysis of human resource planning. In this particular theory, it states that the Human Resource planning theory focuses on the qualitative measurement also known as "soft" metrics (Devanna et al. 2008, pp.11-17). However, this theory is the opposite of the one on the uses of hard Human Resource metrics. In this particular theory, it uses subjective data as well as interaction responses in the Human Resource planning. In this particular theory, the stressed issues are those relating to the impact of human in these organizations, businesses and companies (Goodge, 2011). This theory is also governed by the principle that the employees showcasing a great deal of skill, productivity and satisfaction through the use of soft metrics create a profitable and healthy environment for these organization, businesses or companies in general. In this particular theory, some tools such as customers surveys, face-to-face interviews come in handy in obtaining data from soft metric(Foot, Hook and Jenkins, 2016)s. The main variable in this theory is the satisfaction metric which is used to interpolate a lot about the organization workforce. In conclusion, Human Resource planning is evidently important for organization especially in helping them improve their Human Resource priorities and focus as well as ensuring that the organization, businesses and companies fit in their current business environment where they are in operation. Moreover, Human Resource planning as evidently seen is also important for ensuring that the company or organization meets its desired goals. In addition to this Human Resource planning is important in helping these companies and organization make strategic decisions regarding their operation management as well as other relating issues vital to the organization. Bibliography Bratton, J. (2017). Human resource management. 1st ed. [Place of publication not identified]: Palgrave Macmillan. Dessler, G. (n.d.). Human resource management. 1st ed. 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