Human Resources System

Human Resources Planning

Effective Human Resources Planning

Human Resources Planning

The effective handling of manpower is an important consideration for companies of all sizes. For this, effective human resources planning is required. Maintaining adequate staff and skill levels, forecasting future requirements and liaising with company business units for management and decision making purposes is one of the main drivers of human resources planning.

Human resource planners carefully evaluate and analyze the human resource needs of an organization. This includes scheduling and forecasting for current labor requirements and the months ahead. It also includes driving recruitment initiatives to replace retired staff or employees who leave to go elsewhere. This involves consultation with department heads to ascertain labor requirements, job details and responsibilities so that suitably qualified applicants are advertised and selected. Labor mismatch can be an expensive exercise so it is essential that companies adopt open communication standards as part of the planning platform.

The human resource planning process also has to accommodate change management. When process improvements take place, new technology is introduced, mergers and acquisitions occur or department restructuring takes place, hr planning must prepare initiatives, implement training and prepare staff for the change process. In some cases this involves consulting outside change management professionals to deal potential employee resentment or resistance to the changes.

Human resources planning is also responsible for fostering company culture. This includes policies for health and safety, workplace relations, social events and adhering to any legislative or regulatory requirements. Requirements planning in relations to these issues can take a considerable amount of focused and consultative effort to bring to fruition. When governments introduce new legislation, this can require significant and costly initiatives to comply with the new policies.

Performance improvement initiatives and employee reviews are also an important part of human resources planning. Designing, implementing and monitoring the program is an essential part of labor planning. Individual goal setting, remuneration and succession planning requires business unit consultation and direct employee involvement. The HR manager is responsible for formulating and managing this aspect of the companies operations to manage risk and work to operational goals and objectives.

Human resource strategic planning also considers the goals and objectives of the organization. Aligning human capital and labor in accordance with this is one of the main drivers of human resource management. Increasing productivity and reducing costs comprises part of this. Companies that recognize the importance of human resources planning are likely to reap the benefits via a direct improvement to the bottom line.

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