IMPORTANCE OF HUMAN RESOURCE PLANNING
The purpose of HR planning is to ensure that a predetermined number of persons with the correct skills are available at a specified time in the future.
APPROACHES TO HUMAN
RESOURCE PLANNING
THE QUANTITATIVE APPROACH
The quantitative approach sees employees as numerical entities and groups them according to age, sex, experience, skills, qualification, job level, pay, performance rating or some other means of classification.
HR planning cannot be undertaken in isolation. It must be linked to the organisation’s overall business strategy.
Organisation strategy and human resource planning Organisation strategy
HR planning systematically identifies what must be done to guarantee the availability of the human resources needed by an organisation to meet its strategic business objectives.
TOM HOPKINS, American sales trainer, motivator and author.
Plans get you into things but you got to work your way out.
WILL ROGERS (1879-1935), American actor, performer and humorist.
As part of the strategic planning process, HR planning must consider the environmental influences on an organisation, its objectives, culture, structure and HRM .
HR planning must reflect the environmental trends and issues that affect an organisation’s management of its human resources. Government regulations relating to conditions of employment, EEO, industrial relations and occupational health and safety, for example, must be integrated with an organisation’s HRM strategies.
Retrenchment strategy Stability Strategy
•Downsizing
•Maintain status quo
•BusinessEDBACK
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Growth strategy •Internally generated growth •Acquisitions, mergers or joint ventures
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HR planning •Determine number and types of jobs to be filled. •Match human resource availability with job openings.
STRATEGIC HUMAN RESOURCE MANAGEMENT AND HUMAN RESOURCE PLANNING
OBJECTIVES
Discuss the importance of HR planning. Explain the relationship between strategic HRM and HR planning. Examine some key environmental influences on HR planning. Discuss the basic approaches to HR planning. Describe the ways of forecasting HR requirements and availability. Discuss the requirements for effective HR planning.
If you don’t want to plan for success, what right do you have to worry about non-success? If you’re not planning where you want to be, what reason or excuse do you have for worrying about being nowhere?
Other examples include demographic changes, the casualisation of the work force, employee literacy, skill shortages, acquisitions, mergers and divestures, deregulation, flexible work schedules, telecommuting and outsourcing.