Human Resource (HR) planning is a process that focuses on the identification of the current and future needs of the human resource in an organization. The method of preparation requires the implementation of different strategies that focus on ensuring that the requirements are identified and that effective solutions regarding the needs are developed. HR planning serves as a vital link between human resource management and the overall strategic planning of the organization. The steps involved in HR planning include assessing current and future demands of the human resource needs within an organization and the establishment of plans that helps in meeting the requirements. The plans, in this case, may include recruitment plans, hiring, compensation, scheduling, among other procedures involving the human resources within an organization. The advancements within the working environments have contributed to the evolution of the HR planning process with the aim of ensuring that an organization is in a position to meet the set goals and objectives.
Evolution of HR Planning
The trends and demands with the human resource management professionals have contributed to the development of HR planning to remain relevant and enhance the process of achieving the goals and objectives of an organization. Initially, human resource planning was involved in handling issues such as hiring and recruitment of employees in an organization. However, evolution has created a platform for advancing the HR planning process in order to align with the strategic plans of an organization. To capitalize on enhancing effectiveness and efficiency of evolution in HR planning, organizations play a significant role in providing the requirements for strengthening different changes within the planning process. According to Johnson, Lukaszewski, & Stone (2016), the evolution of HR planning helps in making an effective transition from the human resources planning into HR strategies that are in line with the strategic plans of an organization.
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Manpower Planning
Manpower planning is a process involving the establishment of plans by the management regarding the progress of the organization in relation to human resources. The planning process focuses on having the right kind of workforce to ensure that organizational goals and objectives are achieved effectively. The main aim of the workforce planning entails engaging in the utilization of the workforce of an organization in order to save different costs incurred in the planning process and participate in plans for the future of the company. The implementation of the workforce planning process requires the interaction of departmental managers and human resource profusions in order to make plans that focus on the future needs of the workforce. The planning process involves the establishment of a framework that seeks to provide an insight into the solutions required to meet the needs of the workforce in the organization.
According to Kispal-Vitai & Wood (2018), workforce planning focuses on anticipating the future needs of an organization and providing practical solutions relating to the problems associated with lack of efficiency within an organization. Considering that the planning process implements the use of manpower within an organization, the costs performed during the planning is relatively low, which is an aspect that poses a significant question on the effectiveness on the solution and plans developed. The implementation of the manpower planning process requires an organization to invest in recruiting and retaining their manpower with the aim of ensuring that adequate plans are undertaken to overcome challenges involving the planning process. The difficulties experienced during the manpower planning process include changes in the technological aspects, changes in the organization, shortage of skills, and influence from the government and legislative control. The manpower planning process often get overwhelmed in situations where an organization does not invest in enhancing the manpower involved in the planning process.
HR Strategies
In modern HR planning, HR strategies is an essential element that helps in ensuring that the process is effective and aligns with the goals and objectives of an organization. HR strategies are based on the overall strategy and goals of an organization, considering that the human resource focuses on enhancing the success of an organization. Unlike in the manpower planning where the objective is to use the manpower to engage in forecasting the future of an organization, HR strategies focus on designing a long-term plan that focuses on meeting goals and objectives of an organization. The approach capitalizes on unifying and directing the actions and behavior of the human workforce towards achieving the set goals and objectives. According to Noe, Hollenbeck, Gerhart, & Wright (2017), HR strategy acts as an output strategic management element that provides an avenue for effectiveness in all the processes associated with the human resource management and his overall strategic management of an organization.
The constant evolution within the HR Planning process from the manpower planning into the development of HR strategies has contributed to the advancements within the strategy involves in the HR planning. Unlike the manpower planning process, HR strategies in plan focus on key objectives that are associated with the enhancement of the general operations within an organization. Firstly, the HR planning strategy involves setting out of the overall system of recruitment, which is an aspect that defines the processes, responsibilities, and requirements defined within the processes such as staff selection and recruitment of employees within an organization (Reilly & Williams, 2016). Secondly, the strategies include the establishment of the overall system of HR development, such as the rules and responsibilities involved in the management of the HR department. Lastly, the strategy defines various factors affecting the operations in an organization such as the working conditions, the labor relations, and the challenges of overcoming different issues facing an organization.
Considering that HR strategies planning is an evolution of the manpower planning processes, there are advancements associated with the development leading to the implementation of different types of HR strategies. The implementation of the different types of HR strategies is based on the fact that organizations have different needs that require the use of different techniques in order to meet the given needs. The first type of HR strategy that is important in the planning process entails the overarching strategies. The overarching strategies focus on the general intentions of an organization in order to develop plans that align with the intentions and capitalize on a framework that achieve the organizational goals and objectives. The strategy focuses on ensuring that the employees are committed and motivated towards engaging in plans to enhance the success of the organization. The second type of HR strategy include the specific HR strategies that focus on talent management and continuous improvement in the organization.
Benefits of the Evolution of HR Planning
Evolution is an important aspect that helps in ensuring accommodating changes within a given environment with the aim of increasing efficiency and productivity. In this case, evolution within the HR planning helps in enhancing positivity in the planning process and in the general running of an organization. Firstly, the evolution of HR planning from manpower planning to HR strategies helps in overcoming challenges associated with the use of unskilled personnel in engaging in the planning process (Momin & Mishra, 2015). The second benefit of the evolution of HR planning includes enhancing efficiency in the operations undertaken within an organization. Engaging in proper plans helps in the achievement of the goals and objectives of the organization, which is an aspect that promotes success in the development of an organization. Lastly, the evolution of the HR planning process helps in forecasting the trends and future of an organization with the aim of developing solutions to issues that may hinder development.
Conclusion
In Conclusion, planning is a process that focuses on the identification of the current and future needs of the human resource in an organization. HR planning serves as an important link between human resource management and the overall strategic planning of the organization. The evolution of HR planning helps in making an effective transition from the manpower planning into HR strategies that are in line with the strategic plans of an organization. Manpower planning is a process involving the establishment of plans by the management regarding the progress of the organization in relation to the manpower. HR strategies is an important element that helps in ensuring that the process is effective and aligns with the goals and objectives of an organization. Evolution is an important aspect that helps in ensuring accommodating changes within a given environment with the aim of increasing efficiency and productivity.
References
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR processes. CAIS , 38 , 28.
Kispal-Vitai, Z., & Wood, G. T. (2018). HR planning: Institutions, strategy, tools, and techniques. In Human Resource Management (pp. 238-261). Routledge.
Momin, W. Y. M. & Mishra, K. (2015). HR Analytics as a strategic workforce planning. IJAR , 1 (4), 258-260.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage . New York, NY: McGraw-Hill Education.
Reilly, P., & Williams, T. (2016). Strategic HR: Building the capability to deliver . Routledge.
