HR Planning (HRP)

What does planning say in an organization?

Human resource planning is the process of preparing a strategy to ensure that the right individuals are available at the right time, in the right place, and the right cost of the organization. It also includes what to do, how to do, when to do, and how should do it establishing the goals and arranging them in a logical order. 

HR planning is very important in different aspects towards the organizational goals. Recruitment, onboarding, reviewing, are the main functions related to HR planning. There are key functions of planning which is expected by the organizations. 

Key steps in HR planning 

1. Analyze the current work force: Evaluate skills, capabilities, and potential of current workforce.

2. Understand the business goals: Align HR planning with the overall business strategy and objectives.

4. Develop strategies: Create plans for recruitment, training, development and succession to achieve identified gaps.

5. Review and evaluate: Review and evaluate to make necessary steps in order to achieve the objectives.

What is HRP used for

Employees are the key part of the organization. Without a strong workforce, the income of the company will go down and the company will be declined. HRP is used to mitigate this situation and its main mission is to recognize the current and the future hiring and the training needs.

HRP allows organization to plan future objectives because they maintain a steady supply of skillful employees. The process is used to help organizations evaluate their needs and their future plans to meet objectives.

To prevent future road blocks of a company, managers have to implement following plan.

1. Find and attract skilfull employees

2. Select, train and reward them

3. Employee motivations should be done

4. Control the absences and deal with conflicts

5. Succession planning

6. Promote employees or let some of them go

Challenges in Human Resource Planning

HRP involves predicti0n and preparing future needs of workforce to achieve the objectives. But some of factors can impact the HRP process. So here are some of common challenges which organizations face when they are planning.

1. Uncertain future conditions such as economic changes, technical advancements, customer preferences.

2. Changing business strategies as the company requires shifting focus and direction. Here company needs sudden adjustments in workforce planning.

3. Lack of accurate data: In accurate and insufficient data can lead the company towards a wrong prediction. So with reliable historical and current data, organizations can anticipate future workforce and needs accurately.

4. Globalization and diversity: Globalization and diversity has expanded business operations around the world resulting diverse workforce with skills and cultural backgrounds. 

5. Resistant to change: Employees may resist changes which may affect their job rolls causing difficulties in HRP new strategies. So resistant can impact the organizations' HRP initiatives.

Conclusion

Human resource management  plays a vital role in the process of achieving objectives of organizations. And also the HR planning key steps are well known to the top management and the middle management in order to reach its objectives. Thus the strong workforce strengthen the the company' stability and the HR challengers should be studied deeply to get rid of business roadblocks.

References

Aslam, H.D., Aslam, M., Ali, N., Habib, B. and Jabeen, M., 2013. Human resource planning practice in managing human resource: A literature review. Human Resource Planning, 3(1), pp.200-12.

Jackson, S.E. and Schuler, R.S., 1990. Human resource planning: Challenges for industrial/organizational psychologists. American psychologist, 45(2), p.223.

Smith, B.J., Boroski, J.W. and Davis, G.E., 1992. Human resource planning. Human Resource Management, 31(1‐2), pp.81-93.