Human Resource Planning Component of Excellent Management - Coursework Example

Human Resource Planning Institution Date Human Resource Planning Human Resource planning is a vital component of excellent management. The key elements that should be put into consideration when planning a human resource are time, funds, skills, job and workforce. The process is ongoing because the elements keeps on changing with time. Human resource planning helps in management of human resources. It gives you proper channels that can motivate and ensure the organizations resources are managed effectively. It acts as the relationship between overall strategic plan and human resource management. Strategic planning help organizations to move towards their objective which at the end ensures they must meet their goals. It gives the right amount of resource required by an organization so as to meet their goal. For an excellent management, strategic planning must be involved. Human resource planning balances supply and demand so as to have a maximum use of human resources. Human resource gives an opportunity of critically generate subjects for future use by forecasting the demand. Human resource planning is described as a way of ensuring organizations have an adequate number of professions at a given time, performing tasks which that offers satisfaction. Human resource planning helps in achievement of the organizations goal(Randhawa, 2007). Human resource planning entails retention strategies, flexibility strategies, making employer brand, talent management and recruitment. The process not only describes the time estimated to meeting the objectives and goal of an organization but also the number of people required for successfully completion of the task (Randhawa, 2007). Concepts of Human Resource Planning Human resource planning has some concepts that guides organizations to achieve their goals and key objectives. The concepts show how strategic planning helps in proper human resource management. Human resource planning entails the process of analysing the skills required in an organization, analysing the current and future personnel required. Human resource planning should be flexible and have the ability to respond to any type of change in the organization. With an outstanding human resource plan, the organization is assured of meeting its objectives, vision and mission. Good work-life and productivity. This is one of the objectives of human resource planning that guides the organizations in management of resources. Organizations have varying objectives. Some major in providing quality work-life while others major in production. In either of the two cases, human resource planning offers exceptional policies that are of considerable importance in meeting the goals (Krishnamurthi, 2006). According to Krishnamurthi, Edwin Land of Polaroid Corporation explained the basic objective of his organization in both type of work life for employees and the performance level for the organization. Performance of the employee and organization. For an efficient and effective management of both the manager and staff of an organization, there must be a noble human resource planning (Krishnamurthi, 2006). The plan constitutes of major strategies that enhance excellent work performance. They also include measures that prevent surfacing of proficiencies. The most used methods are the performance of the employee and satisfaction. An example is a staffing function that posses the ability to attract job applicants (Krishnamurthi, 2006). This can help in ensuring there is enough manpower to help the organization achieve its goals. Factors Impacting Human Resource Planning Human resource planning is a powerful integer in most of the organizations. As the plan is developed, there are some factors that have to be considered so as to ensure the system will be effective. These factors will help the organization in maintaining and improving its productivity. Strategic plan of the organization. The type of strategy of an organization depends on its goals and requirements. The mission, goal and vision of an organization should be stated before the human resource plan is developed. The human resource planning should be at managerial level (Randhawa, 2007). The number of manpower should be determined so that the system ensures adequate number of workers are employed so that the goal of the organization is achieved. They should choose the place they want to major on in relation to their objectives and mission. I.e. Maintenance, training or compensation (Randhawa, 2007). Human resource planning should have an option for the organizations. A clear example is for an organization to have a reactive or proactive approach. Proactive approach is a situation where the organization has the ability to anticipate the need of a skilled worker who can work on uncertain. As opposed to that, there is the reactive approach where organization only takes action when a situation arises (Randhawa, 2007). This is the fist point to put into consideration because it has a immense impact on the production and management of the organization. It also ensures that the organization select the best workers that have a degree in the human resource planning adopted. Quantity and level of skills required. Before implementation of a human resource planning, the factor above should be considered. When planning a human resource, details of job vacancies existing in an organization are supposed to be considered. This human resource manager should know the number of employees the organization need, the skills they have and their competence. In order for the organization to hire suitable employees, they must be having a good human resource planning that has the correct information and requirements (Pravin, 2012). The kind of skills required has a significant impact on the human resource plan. If the vacancy position requires a high level managerial competence, filling of the position should be a little longer (Pravin, 2012). Because the system is continuous, as some employees retire, some new employees who are suitable are always there for employment. For example, as employees retire from organizations, they tend to rest with their skills and leave a hoid behind. Similarly, a human resource plan should have the potential of replacing the position with an employee who has better skills. For an organization to achieve its goals and meets the objectives, it should recruit and interview the applicants. Only people who posses values similar to the organization's mission should be hired. This will ensure hiring of a staff that is like minded and determined to meet the goal of the organization (Pravin, 2012). If a human resource plan has a talented staff recruitment system, an organization finds it easy to meet its goals Employees should take part in decision making. Employers are the following subject of an organization after the clients. For a smooth running of an organization, employees should take part in decision making. Their involvement majorly focus on the council’s plan implementation (Bonuke, 2013). If the human resource plan is successfully implemented and accepted by all, there will be a perfect organization in the work. It will create the perfect environment for working making work trouble free. The human resource plan will have a positive impact on both the employees and the employer. This will lead to a higher production. For instance, an effective human resource planning should ensure there is courtesy, determination and goal drive among the staff of the organization. A clear example is an organization that new employees feel comfortable in attending meetings. This is possible if the human resource planning has a code that is standard to all employees. In general, all this will increase the work competence which in turn offers maximum manpower for productivity. In summary, human resource planning is the best tool that will ensure proper human resource management. Human resource planning is now concentrating on the skills that will be needed for future use. Human resource planning has aims in any given organization. The main aims of human resource planning are to anticipate uncertainties that may arise in the future, create a well trained group of workers, attract and hire numbers of workers who are flexible and equipped with appropriate skills that can adapt to any type of change in an organization. The ability of an organization to be operated effectively majorly depends on the type of human resource plan developed. Human resource planning estimates the human resources needed to attain the goals of an organization (Armstrong, 2006). In conclusion, human resource planning is a tool used to make a decision. It has been made efficient by determining the correct number of people who are competent and posses proper skills, making policies and measures that ensure quality work force by motivating the workers and creating a strong link between employees and business objectives. Quality management is a product of quality human resource planning (Armstrong, 2006). Human resource planning is majorly influenced by technological inventions and level of education. It is a center of reservoir of workers, workers are trained prepared for future use so as to cut cost. Due to competition in the market, there is a need for every organization to have a high quality human resource planning. According to the economy, change has now become an order of the day. Behavior change, technology change and population change. Human resource planning is flexible and has the ability to combat the issue of change in organizations. For an organization to have an efficient and effective production, there must be a human resource planning which is developed properly. References Armstrong, M. (2006).Business and Economics: Human Resource and Personnel Management.Pentonville: Kogan page publishers. Buluma, B., Maende, C., Bonuke, J. (2013).Human Resource Related Factors Affecting the Implementation Strategic Plans in Local Authority.European Journal of Business Management, 5(3), 55-58. Krishnamurthi, K. (2006).Human Resource Management: Concepts and Planning. Delhi: Global Vision Publishing Ho. Pravin, D. (2012).Human Resource Management. Kindersly: Pearson Education India. Randhawa, G. (2007).Human Resource Management. Delhi: Atlantic Publisher and Dist. Read More