|James Summons Fynn (BA UAM 0033) |
Examine the limitation to Human Resource Planning. What you advocate as the measures for dealing with identified limitations?
Definition of Human Resource Management
It is proposed that we take human resource management to be that part of management concerned with:
All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organisation (including small and micro enterprises and virtual organisations);
All the dimensions related to people in their employment relationships, and all the dynamics that flow from it (including in the realisation of the potential of individual employees in terms of their aspirations);
All aimed at adding value to the delivery of goods and services, as well as to the quality of work life for employees, and hence helping to ensure continuous organisational success in transformative environments.
Definition and Nature of Human Resource Planning
Due to the dynamic nature of Human Resource Planning function in an organisation, various definitions have been put out by learned persons, one of them, Wendel French who defined Human Resource Planning as;
“the process of assessing the organization’s human resource needs in line with the organization’s goals and make plans to ensure that a competent, stable workforce is employed”.
This is the forecast of size and nature of human resource required for the organization in the future to achieve its strategic goals, or it is the process of ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. It is based on the belief that people are the most important strategic resource in any organization. It addresses human resource needs both in quantitative and qualitative terms, and hence answers two basic questions: first, how many people are needed? And second, what sort of people are needed? Human resource planning also looks at broader issues relating to the ways in which people are employed and developed in order to improve organizational performance. It can therefore play an important part in strategic human resource management.
The concept of planning includes the identification of objectives and strategies, policy-making, program-designing as well as the elaboration of steps, procedures and rules, all of which are to be set within a specific time framework.
Human Resource Planning Objective
The human resource planning system in any organization depends largely on the organization’s context but in general it aims at:
• Attracting and maintaining the number of people required with the appropriate skills, expertise and competencies; • Anticipating problems resulting from potential surpluses or deficits of people; • Developing a well trained and flexible workforce, that help the organization's to adapt to an uncertain and changing environment; • Reducing dependency on external recruitment, regarding key skills. This requires formulating retention, policies and employee development strategies; • Improving people utilization strategies by introducing more flexible systems of work.
The Relevance of Human Resource Planning
• Ensures continuous and improved productivity of labour; • Maintains organisations in touch with trends of technology • Reduces labour turnover
• Helps monitor and control cost of stocks and flows of manpower • Leads to growth and organisational expansion
The Human Resource Planning Process
The process of human resource planning (as illustrated in figure below) is not necessarily a linear one, starting with the business strategy and flowing logically through to resourcing, flexibility and retention plans. It may be circular rather...
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