The paper 'Human Resource Planning and Development - Qantas, Armidale Hospital, the University of New England" is a good example of a human resources case study. Human Resource Planning (HRP) is essentially the process through which organizations balance the demand and supply for labour, staff or employees within the organization. Through HRP, organizations put in place mechanisms to attract and retain the necessary staff consistent with the organization’ s goals (Hartel et al 2007). An organization’ s HR manager is thus tasked with the responsibility of planning and developing programs that will provide or ensure the existence of the right mix or combination of employees necessary to meet the organization’ s goals.
HRP also referred to as workforce planning, aims to eliminate the inconveniences due to ineffective planning of an organization’ s human resources due to shortages such as long-running and unfilled vacancies, surpluses due to instances of over hiring in some departments or over expenditure in training replacement employees (Hartel et al 2007). The HRP process consists of three main steps; demand forecasting, supply forecasting and ultimately filling the gap between demand and supply.
Demand forecasting involves the estimation of the labour demand or determination of how many employees are needed and what particular skills they should possess. Supply forecasting, on the other hand, involves using the organization’ s existing labour or employees to meet the staffing requirements due to current or future/anticipated long term or short term vacancies. These may be necessitated or be due to various situations such as promotions, transfers or maternity leaves. The final step in HRP is actually bridging the gap between demand and supply. This involves an analysis of demand and supply forecasts and making decisions based on this analysis such as which recruitment or replacement methods to use consistent with the organization’ s goals or targets (Hartel et al 2007). This paper is a discussion of the HRP process in three organizations.
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