Human resource is a special resource that is unlike other resources in organizations, such as finance, every company has a short-term financial strategy and long-term strategy per year. For a company, Human resource management should be in line with business strategy, a human resource strategy can support the goal of a business, however, the strategic of human resource can be ignored seemingly or be involved in business, because there is not all organizations which have a written human resource strategy, the Cranet Survey of International Strategic HR found that 39 per cent of UK companies do not have it. (Guthridge and Lawson 2008) For some companies with human resource strategy, the relationship of human resource strategy and human resource planning would be considered. They have the different contributions to the organization. Henry Mintzberg (1994:108) mentioned the different, strategy thinking is about synthesis, intuition and creativity to produce a not too precisely articulated vision of direction, for planning, it is about collecting the relevant information to stimulate the visioning process and also programming the vision into what needs to be done to get there. There is a controversial topic if human resource planning is crucial to human resource strategy.
There are many questions that would be asked, for examples, how the HR Planning and HR strategy can be defined, what their relationship is and how important the HR planning is important for HR strategy. All of the questions will be distinguished as following. HR planning focus on the demand and supply of labour, the whole people are involved into the organization, developing their skills and the exit of people from
the company. When HR planning is effective, it is critical to the organization’ s success because it matches the organization and its HR objectives with its people requirements. The purpose of HR planning is to allocate the right people in the right place and at the right time, to address the problems of mangers, such a question is what mixes of knowledge, skills, and abilities we require now. (Stone, 2008) A good human resource planning can operate an event smoothly, however, an event would be destroyed by a worse HR planning. For instance, in 2012 London Olympic Games, there were two news would be highlighted, one of news said,”70,000 Olympic volunteer Games Markers help make games work”. They were doing this all for free, they were allocated to different place, such as football court, gymnasium, who worked eight million houses helping sports fans getting from A to B. The report also said, “hey volunteer at every Olympic venue and without them London 2012 wouldn't be able to operate”. (BBC NEWS,2012) Another one is not good news, because there was a problem about the security of Olympic games. The news’ title is about “Theresa May denies Olympic security is a 'shambles'”, actually, the problem of the fail security comes from the firm of G4S and the home security, and they were lack of communication and they did not establish a good human resource planning. The head of home security think that “she did not feel it necessary to personally attend the a meeting where it was decided to call up the 3,500 troops to fill the gaps that G4S had failed to fill.” And the same time, the G4S problem is lack of discipline and a subsequent high attrition rate among new recruits contributed to the late running of the training program. (Travis, 12 July)
HR strategy is slightly different with HR planning, which is concerned with defining philosophy, political, objectives and proceeds HR planning, and it should support the goals of a business. “People are our greatest asset” is need by human resource
strategy. There is a example that can explain more detail about HR strategy, IBM has well- articulated HR strategy that focuses on four aspects: innovation, business value, global...