HR Planning
The strategic importance of current, future and anticipated HR requirements
Human resource planning is one of the most important strategic plans that a company will undertake. Companies are increasingly requiring the best people in the right jobs in order to compete in the increasingly tough economic climate. Companies not only need to recruit the right people, but tap into the potential of those individuals to maximise their input and ensure a continuously improving working environment.
Human resource planning includes learning, development, recruitment and selection, employee relations, reward management as well as appraisal and performance management reviews.
When companies plan for the future and create business plans in order to help them achieve their goals, the employees are the vehicle that will deliver this – therefore the understanding of what changes or improvements are required to succeed is a major part of any business development. This may also include the decision to reduce staff numbers in areas that are not critical to the end goal, or redeployment to add value where it is needed most.
Change management is also an increasingly important aspect of business and the way in which this is deployed and communicated can have a direct impact on staff, and therefore on the success of the company. People really do “make the difference”.
According to Mick Marchington and Adrian Wilkinson in their book “People Management and Development”, there are 4 main reasons why HR planning can be regarded as important: * It encourages employers to develop clear and explicit links between their business and human resource plans, and so integrate the two more effectively. * It allows for much better control over staffing costs and numbers employed * It enables employers to make more informed judgements about the skills and attitude mix in the organisation and prepare integrated HR strategies * It provides a profile of current staff (in
Human resource planning is one of the most important strategic plans that a company will undertake. Companies are increasingly requiring the best people in the right jobs in order to compete in the increasingly tough economic climate. Companies not only need to recruit the right people, but tap into the potential of those individuals to maximise their input and ensure a continuously improving working environment.
Human resource planning includes learning, development, recruitment and selection, employee relations, reward management as well as appraisal and performance management reviews.
When companies plan for the future and create business plans in order to help them achieve their goals, the employees are the vehicle that will deliver this – therefore the understanding of what changes or improvements are required to succeed is a major part of any business development. This may also include the decision to reduce staff numbers in areas that are not critical to the end goal, or redeployment to add value where it is needed most.
Change management is also an increasingly important aspect of business and the way in which this is deployed and communicated can have a direct impact on staff, and therefore on the success of the company. People really do “make the difference”.
According to Mick Marchington and Adrian Wilkinson in their book “People Management and Development”, there are 4 main reasons why HR planning can be regarded as important: * It encourages employers to develop clear and explicit links between their business and human resource plans, and so integrate the two more effectively. * It allows for much better control over staffing costs and numbers employed * It enables employers to make more informed judgements about the skills and attitude mix in the organisation and prepare integrated HR strategies * It provides a profile of current staff (in