Human resource planning determines the company’s required human resources in its process to achieve its goals and strategies. It ensures that an organization’s human resource requirements get identified, and there are aligned plans to satisfy the requirements. It helps organizations to match their resources to short and long-term business needs. Human resource planning is relevant in any organization because it is an integral part of the general business plan. It enables an organization to identify the competencies and skills that it requires to achieve its goals (Armstrong, 2010). Additionally, human resource planning identifies an organization’s strategic business plans regarding the required personnel to work according to the plans. It helps an organization with ideas on how employees can be mobilized and deployed effectively for the company’s success. An essential role of human resource management is to help organizations identify and acquire the right number of workers depending on the required skills and competencies. It motivates workers within a company to aim higher in their goals, and it creates workable links that are interactive between business objectives and people-planning activities. Human resource planning seeks to ensure that an organization achieves its goals by aligning and mobilizing the right workforce. An organization’s success depends on the employees’ ability to be productive and work in alignment with its vision and mission. Human resource planning ensures that all workers stick to the organization’s culture as it is the primary aspect of achieving the company’s goals. Firms are more likely to change their operations to the Teal model in the current times of COVID-19. Most organizations continue to stagnant in growth. The teal model would enable most companies to continue their operation through this period under the closed-loop economy. Organizations must now work with the new management models and change their structure and practices to align more with the organization’s” purpose. Companies will be pushed to adopt the self-management model under the teal structure because most employees are forced to work away from the office. This will enhance peer relationships and distributed authority within organizations. This does not mean that there will no longer be the role of management but that organizations must embrace the art of employees being able to manage themselves. Organizations will have to adapt to teal leadership in that the top management must integrate teal ideas and share them with other employees (Laloux, 2014). This is a current requirement because most organizations face challenging economic times and cannot survive traditional management concepts. The teal approach would enable most companies to survive the COVID-19 pandemic as such companies will continue with their growth, and employees would work more flexibly. The teal model’s most useful tools include digital transformation tools in managing and storing data. The digitalization metrics would help organizations under the teal model increase marketing for new products and develop new product features. Digitalized data for organizations allow such organizations to continue with growth by identifying new opportunities and reducing waste. Digital audit tools provide an organization with an automatic digital process by collecting essential data about the company’s operations and processes. Digital Twin tools’ digital smart searches provide accurate searches on an organization’s [purpose, services, roles ad more additional information. The self-man agent tools in the teal model help employees better manage themselves by providing them with a way to measure their performance metrics without being monitored by the management.
References
Armstrong, M. (2010). Armstrong’s essential human resource management practice: A guide to people management. Kogan Page Publishers.
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Laloux, F. (2014). Reinventing organizations: A guide to creating organizations inspired by the next stage in human consciousness. Nelson Parker.
