What is the human resource planning
What is the human resource planning

What is the human resource planning? human resource management process ensures quality employees are the backbone of any organization and as such there Human resource planning (HRP) comes in as the much needed tool for maintenance and improvement of this quality administration. This is the continuous process of systematic planning ahead to achieve optimum use of an organization’s most valuable asset.

Human resource planning (HRP) is a strategy used by organizations to maintain a steady stream of skilled employees (ensuring the best fit between employees and jobs) while avoiding employee shortages or surpluses.
There process has four key steps which include, “analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply, and supporting public organizational goals.” Productivity and profitability are the main aims of any organization and investing in proper HRP is ideal for any company that wants to achieve this.

The 4 Human Resource Planning Process Steps

Each step needs to be taken in sequence in order to arrive at the end goal, which is to develop a strategy that enables the company to successfully find and retain enough qualified employees to meet the company’s needs.

Analyzing Labor Supply
This is where the HR personel has to look at what the organization already has in terms of employees (Human Resources). In this first step they look at aspects like the workforce’s skills, qualifications, positions, benefits, and performance levels. Objectivity for the benefit of the company is essential during this step.

Forecasting Labor Demand
As the name suggests, this second step is about looking into the future and projecting how much labor the company may need in a specified period of time. This is an outline of the future of a company’s workforce.

Here, the HR department can consider issues like promotions, retirements, layoffs, and transfers—anything that factors into the future needs of a company. The HR department can also look at external conditions impacting labor demand, such as new technology that might increase or decrease the need for workers.

1.Balancing Labor Demand With Supply

In the third step which responds to the present and possible needs, the HR department carries out a gap analysis that lays out specific needs to narrow the supply of the company’s labor versus future demand. This analysis will often generate a series of questions, such as:
Should employees learn new skills?
Does the company need more managers?
Do all employees play to their strengths in their current roles?

2. Developing and Implementing a Plan

The answers to questions from the gap analysis help HR determine how to proceed, which is the final phase of the HRP process. HR must now take practical steps to integrate its plan with the rest of the company. The department needs a budget, the ability to implement the plan, and a collaborative effort with all departments to execute that plan.

Human resource planning is important in ensuring competence within the workforce and ultimately feeding into the company’s communication leading to productivity profitability. That’s why it is also referred to as workforce planning. The process is used to help companies evaluate their needs and to plan ahead to meet those needs of public administration.
Human resource planning needs to be flexible enough to meet short-term staffing challenges while adapting to changing conditions in the business environment over the longer term. HRP starts by assessing and auditing the current capacity of human resources.

3. Challenges

The challenges to HRP include forces that are always changing, such as employees getting sick, getting promoted, or going on vacation. HRP ensures there is the best fit between workers and jobs, avoiding shortages and surpluses in the employee pool.

4. To satisfy employee objectives

HR managers have to make plans to do the following: Find and attract skilled employees. Select, train, and reward the best candidates. Cope with absences and deal with conflicts. Promote employees or let some of them go.