The Role of Workforce Planning for the Success and Sustainability of the Organization - Essay Example

Title: Workforce planning Student’s Name: Instructor’s Name: Class Name: Date Assignment is due: Workforce planning Human resource planning plays an integral part in the success and sustainability of any organization. It establishes the human capital needed, and thus prepares the organization for the future. Human resource planning is the practice of matching the supply of candidates, both external, and internal with emerging positions that an organization thinks it will likely have in the future (Draganidis & Mentzas 2006, p.51). Because human resource planning has a pulse on the job market and its relation to an organizations hiring process, it is tied to organizational planning. Human resource planning helps an organization to meet its goals by helping it to hire talented workers (Dubois & Rothwell 2004, p.57). Human resource planning should be conducted concurrently with organizational planning. This is because the two help to drive the organization forward and they are intrinsically connected. Organizational planning is the practice of categorizing an organization’s short term and long term goals (Dubois & Rothwell 2000, p.105). It is the formulation, and monitoring of definite strategies to achieve the said objectives. It entails resource allocation and staffing, and its one of the most crucial responsibilities of the management team in an organization (Dubois & Rothwell 2000, p.105). The fact that it entails staffing means that it is directly related to human resource planning. For the organization to move towards its desired objectives, it requires the right manpower. That is the reason that makes the two functions be intertwined. As the paper has posted at the beginning, human resource planning is central to the success and sustainability of the organization. It affords numerous benefits to the organization that cannot be gainsaid. This is because human resource planning is at the center of an effective workforce within an organization. The management mantra that human capital is the most sensitive asset within an organization holds water. This is because all the other factors of production are organized around the workforce. In light of the observations recorded in the above section, it is important to document that human resource planning anticipates the number of worker s required. It also establishes the plan of action for the entire functioning of the personnel management. The paper will looks briefly at the main payoffs of human resource planning. First and foremost, human resource planning offsets change and uncertainty. This is because sometimes the organization may have the requisite machines and cash, while experiencing a shortage of manpower. Consequently production is inhibited, or slowed down. Such uncertainties are offset by human resource planning (Bartram 2005, 1088). They are changed to the possible maximum. The organization is thus enabled to have the right manpower at the right time. This way, proper functioning of all other factors of production is coordinated within the organization. This stands true for both profit and non profit organizations. Government bodies that are not out to make a profit benefit from human resource planning. Likewise, businesses also profit immensely from human resource planning. Human resource planning is quite beneficial to the organization. This is especially so when it comes to he issues of diversification, expansion and technological change. The said processes cannot materialize without considerable input from the practice of human resource planning (Cheng & Dainty 2005, p.387). Modifications to the implementation of the mentioned processes can only be effected through human resource planning (Bartram 2005, p.1088). This is because the process forecasts the requirements of the organization. This forecasting enables the organization to prepare in advance to meet changes that are underway. Human resource planning provides a scope for development and advancement of the workforce through training. This enables the organization to stay in line with current technological advancements. If the organization is a business entity, this employee training and development enables it to have a competitive advantage over its competitors (Homer 2001, p.60). In this way, the business entity is enabled to retain its market share (Homer 2001, p.60). It is also given room to increase its market share. In case the organization is a non profit entity like the government, it is enabled to serve its clientele to their satisfaction (Horton 2000, p.311). This is quite important in the twenty first century. This is because most people are remarkably demanding, and they want value for their money. Thus, the tax payers will demand to see value for their taxes. The human resource planning process meets this function. Another advantage of human resource planning is that it helps to gratify the individual desires of the organizations workforce for transfers, promotions, better benefits and salary enhancements. This moves to create a satisfied workforce that knows how to align itself with organization’s goals in order to meet their own career goals (Kochanski & Ruse 1996, p.29). Human resource planning helps to anticipate the cost of benefits, salary and all the other costs of the human resources in organization. This is important in an organization for it facilitates the formulation of budgets in the organization. This way it helps the organization to meet organizational goals. This is because it provides a background from which to calculate the different cost requirements in the organization. Thus, it helps the organization in laying down strategies for advancement (Lucia & Lepsinger 1999, p.123). Human resource planning helps to anticipate the need for redundancy and also the plans of manpower resources. It helps to transform the techniques of management. The ability of an organization to identify the need for change is critical in the performance of that organization. Most organizations are trapped in one position for they do not discern what to change. Human resource planning enables organizations to foresee change. It also serves to direct the organization to the area of change (Rausch, Sherman & bush 2002, p.200). Human resource management is critical for planning for working conditions, physical facilities and the volume of fringe benefits like hospitals,schools,company stores,conveyance,child care centers and canteens among other fringe benefits (Ulrich & Bank 2005, p.67). Human resource planning brings the development of various human resources in the organization. This development in turn brings works to meet the organizational needs. In other words, the only way to meet the needs of an organization is through the process of human resource planning. In addition, it helps in improving the human resource contributions in the organization. This in turn leads to increased productivity, turn over and sales. Human resource planning facilitates the control of organizational functions, contribution and operations of human resources (Sanchez & Levine, 2009). There are some factors that make an organization engage in human resource planning. One such factor is competition. Businesses feel the pressure to expand and increase the work force so that the organization may remain competitive in a certain market. Technological advancements also constitute the demand for increased workforce in most industries and professions. Another factor that drives human resource planning is increased customer demand. Demand for products, or services may push the need for more human resource planning (Shandler 2000, p.83). Economics play an important part in human resource planning. Lower interest rates and growth of the economy increase business opportunities. This is due to increased spending. The changes in the labour market impact the organizations ability to hire and retain workers. Workforce changes like resignations, leaves of absence, terminations, death and change in employment status impact heavily on human resource planning (Shandler 2000, p.83). In light of the factors that influence human resource planning, it is crucial to clarify business strategy and direction. Because the paper examines the impact of human resource planning on business success and sustainability, it is not going to pursue the implementation of HRP. Human resource planning also has some disadvantages. It is difficulty to think that there might be disadvantages in human resource planning, but there are some things to consider. One of the key disadvantages is that the human resource planning may have flaws in its implementation (McEvoy et al 2005, p.394). The process may be flawed. This may in turn lead to poor decisions and disharmony. This will in the long run affect the performance of the organization. Human resource planning has sometimes enmeshed organizations in performance fiascos (Spencer 2001, p.106). Human resource planning meticulous process in identifying candidates may lead to the hiring of the wrong individuals into the organization. This can lead to a variety of problems in performance. The result is that the organization’s performance may nosedive. This may also lead to high turnover in the organization (Spencer 2001, p.106). If the organization is still growing, human resource planning may lead to erroneous conclusions about the leadership requirements in the organization. This means that the leaders appointed may turn out to be the wrong candidates. This has the impact of letting the organization down (Spencer 2001, p.106). In conclusion, it is useful to realize that human resource planning plays a remarkably central role in the success of an organization. The various benefits of this process have been outlined in brevity in the discussion above. The essay has not taken a holistic approach in handling the topic. This is because the topic is wide and the brevity of the essay prohibits against a deep examination of the topic. Human resource planning works concurrently with organizational planning. The two cannot be separated. This is because they contain the action plan for pushing the organization forward (Spencer 2001, p.106). This is for any organization, be it a business entity or a government. :   References Bartram, D 2005, The Great Eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90, 1188. Cheng, M &. 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