Planning is a function of management. According to the structure and strategic of an organization, planning requires administration to assess. In the following essay, it will be more focus on the importance of Human Resource Planning to management. Introduction of human resource planning
Human resource planning determines the human resources which are required by an organisation in order to achieve its strategic goals. According to Bulla and Scott (1994), an organisation is supposed to identify all its human resource requirements, and human resource planning is the process to make sure that all of those requirements are satisfied. In human resource planning, people are defined as the most important strategic resource. Human resource planning is concerned to achieve both long term requirements and short term requirements of an organisation. For an organisation, the effectiveness could be improved by the employment and development of people, as a result of applying human resource planning. Therefore, human resource planning plays an important role in management. The contribution of Human Resource Planning
Applying human resource planning could help an organisation to increase the productivity of employees by several ways, such as offering monetary incentives, improving job skills of employees to produce more in less time or at lower cost, redesigning work process and methods in order to achieve greater outputs, and using more efficient equipment so that greater outputs could be achieved. The evolution of human resource planning brings many developments to current society. Firstly, the human resource information system is computerised. Secondly, the links between the activities of human resource manager became much closer to the business environment. Lastly, the skill databases are improved in order to adjust to shortages of skills. Human resource planning plays an important role in business planning. The goals and behaviour and skill requirements of an organisation could be determined by applying human resource planning. It helps an organisation to figure out which person is required in order to complete some specific tasks. According to Quinn Mills (1983), human resource is a decision making process that includes three activities. The first activity is to identify the required skills for a task and acquire the people with those skills in the proper amount. The second activity is to motivate them to complete the task efficiency and effectively. The last activity is to link business objectives interactively with people planning activities. Model of human resource planning
The human resource planning model is the method that an organisation applied in order to ensure that each functions are carried out by proper employees. There are three key elements of human resource planning model. The first key element is forecasting the needs of employees. There are some factors to be considered, such as financial situation, the demand of service or product of an organisation, and the growth expectations. The second key element is evaluating the supply of both internal and external staff by evaluate the demographics of the workplace. Factors that need to be considered could be unemployment rate, government laws and regulations, and education, etc. The final key element is to balance the supply of employees available with the demand for employees. The balancing of full time employees and part time employees is considered as well. Approaches to human resource planning
There are three approaches to human resource planning:
1. Quantitative Approach
This approach is known as a management driven approach that focus on forecasting of human resource surplus and shortage in an organisation. This approach is based on the human resource inventory level and the analysis of human resource management information system. Different kinds of quantitative techniques and tools could be used in order to forecast the demand of...
References: Bulla, D N and Scott, PM (1994) Manpower requirements forecasting: a case example, in Human Resource Forecasting and Modelling, ed D Ward, T P
Bechet and R Tripp, Human Resource Planning Society, New York.
Quinn Mills, D (1983) Planning with people with mind, Harvard Business Review, November-December, pp 97-105.
Rothwell, S (1995) Human resource planning, in Human Resource Management: A critical text, ed J Storey, Routledge, London.
The Strategic Managing of Human Resources, edited by John Leopold, Lynette Harris & Tony Watson, FT Prentice Hall, 2004.
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