Until the 1950’s most organizations paid little to no attention to human resource planning, which often was the cause of mismatches between the need of staff and the available employees, as well as imbalances among the professional structure, the ages of the staff and so on.
Therefore, organizations have intensified their efforts in this field and they started to apply human resource planning based on estimations that were more and more rigorous and reliable.
Progressively, the goal of human resource planning became the one to ensure the organization at a current time with the necessary staff based on their profession, training levels, age groups etc.
The importance of human resource planning is based on the following:
- It ensures the necessary staff for the organization, based on the estimation regarding its development;
- It ensures the staffing budget in well-established limits;
- It prevents major imbalances;
- It offers a clear perspective on the development of human resource within the organization.
Based on these considerations, human resource planning includes:
- Analysis of the organization’s current resources;
- Interpretations of the estimations regarding the organization’s development;
- Human resource strategies;
- Defining recruitment and development policies of human resource.
The necessity of human resource planning generally appears when an organization has to deal with major challenges, such as:
How much staff is needed in the future and in what structure?
How much of the necessary staff can be covered with internal resources?
How much external staff is needed and in which proportion?
What does an organization has to do in order to develop current human resources?
The requirements of rational human resources planning are the following:
- All managers form all hierarchic levels are involved
- Using complex planning methods and techniques
- Having the staff acknowledge the importance of offering all the necessary information for human resource planning
- Coordinating human resource planning with other activities, such as sales, stocks, production etc.
- Identifying staffing issues before they manifest themselves and become more important
- Integrating human resource planning into the general organizational planning
- Making sure each employee’s personality is able to develop
- Making sure the staff has the possibility to organize their schedule in a flexible manner.
Human resource planning has the role to prevent future requirements and to establish special programs to match them.
Human resource planning involves:
- Identifying hot spots in various departments where staff is needed or is about to become short (retirements, for example)
- The staff’s average age analysis
- The staff’s fluctuations by departments
- The comparison of requirements with the availability at department level.
The necessary steps in the human resource planning process:
- Evaluation of the necessary human resources for future activities
- Analysis of the current human resources and how they’re used
- Analysis of the possibilities to ensure the necessary human resources
- Analysis of the possibilities to ensure external human resources
- The establishing of the necessary by profession, age, sex (if necessary) etc.
- Constant update of the initial plan.
Business and organizations can now make the human resource planning process faster and more reliable, using especially designed software programs that make it easier to track all changes made in the staff organizational structure. WorkForce Schedule is a human resource planning software, successfully used for workload calculation.
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