21-09-2017, 12:50 PM
Human resource planning is a process that identifies the current and future human resource needs of an organization to achieve its objectives. Human resource planning should serve as a link between human resources management and an organization's overall strategic plan. The aging of the population of workers in most Western countries and the growing demand for skilled workers in developing economies have underlined the importance of effective human resource planning.
As defined by Bulla and Scott, human resource planning is "the process of ensuring that an organization's human resource requirements are identified and plans are drawn up to meet those requirements." Reilly defined (workforce planning) as: 'A process in which an organization attempts to estimate the demand for labor and evaluate the size, nature and sources of supply that will be needed to meet demand. Human resource planning includes the creation of an employer brand, a retention strategy, an absence management strategy, a flexibility strategy, a talent management (recruitment) strategy, and a selection strategy.
Strategic human resources planning is an important component of strategic human resource management. Directly connect human resources management with your organization's strategic plan. Most medium to large organizations have a strategic plan that guides them in the successful fulfillment of their missions. Organizations routinely complete financial plans to ensure they achieve organizational goals and while workforce plans are not as common, they are so important.
Even a small organization with only 10 employees can develop a strategic plan to guide decisions about the future. Based on the strategic plan, your organization can develop a strategic human resources plan that will allow you to make human resource management decisions now to support the future direction of the organization. Strategic human resources planning is also important from the budget point of view, so that recruitment, training, etc. costs can be taken into account in the organization's operating budget.
As defined by Bulla and Scott, human resource planning is "the process of ensuring that an organization's human resource requirements are identified and plans are drawn up to meet those requirements." Reilly defined (workforce planning) as: 'A process in which an organization attempts to estimate the demand for labor and evaluate the size, nature and sources of supply that will be needed to meet demand. Human resource planning includes the creation of an employer brand, a retention strategy, an absence management strategy, a flexibility strategy, a talent management (recruitment) strategy, and a selection strategy.
Strategic human resources planning is an important component of strategic human resource management. Directly connect human resources management with your organization's strategic plan. Most medium to large organizations have a strategic plan that guides them in the successful fulfillment of their missions. Organizations routinely complete financial plans to ensure they achieve organizational goals and while workforce plans are not as common, they are so important.
Even a small organization with only 10 employees can develop a strategic plan to guide decisions about the future. Based on the strategic plan, your organization can develop a strategic human resources plan that will allow you to make human resource management decisions now to support the future direction of the organization. Strategic human resources planning is also important from the budget point of view, so that recruitment, training, etc. costs can be taken into account in the organization's operating budget.