Human Resource Planning

EMPLOYEE RESOURCING:

Human Resource Planning

Organizations need to know how many people and what sort of people they should have to meet present and future business requirements. According to Rameshbabu (2018), Conceptually, human resource planning should be an integral part of business planning. Therefore, human resource planning is not only the task of HR managers, but all organizational managers’ plan needs and availability personal in accordance with the interests they and the progress organization (Chiara et al, 2023).

Hard and Soft Human Resource Planning.

According to Paul and Shah (2021), a distinction can be made between ‘Hard’ and ‘Soft’ human resource planning. The former is based on quantitative analysis to ensure that the right number of the right sort of people is available when needed. Further stated according to Prashanthi (2013), is more explicitly focused on creating and shaping the culture of the organization, therefore there is a clear difference between corporate goals and employee beliefs, values, and behaviors.

However, most of the studies conducted in the UK or other Western developed countries to illustrate the gap between hard and soft HRM they found the organization theory is soft while reality found is hard and has no significant relationship with performance, as such no pure example of soft HRM are practiced (Paul and Shah, 2021).

Approaches to the Human Resource Planning Process

According to Janes & Samwell (2018), Human resource planning captures all actions involving continuous environmental scanning and reviewing of organizational strategies, objectives, and policies in order to ensure that the right quality and quantity of human resources are available when and where they are needed. The following diagram presents the steps of the HRP process that contemporary organizations tend to follow.


Firstly, need to analyze the organizational objectives and do scenario planning on an assessment of the environmental changes that are likely to affect the organization, therefore that a prediction can be made of the possible situations that may have to be dealt with in the future. And secondly, analyzing on-demand forecasting is the process of estimating the future numbers of people required and the likely skills and competence they will need.

According to Armstrong (2009), can be used managerial judgment, Ratio trend analysis, work-study techniques, and Forecasting skill and competency requirements to assess. And thirdly, need to measure supply forecasting measures the number of people likely to be available from within and outside the organization. Based on the gap that identified actions plans to be identified and implemented.

The long-term success of any organization depends on having the right people in the right jobs at the right time. The strategies employed by the organization to achieve these objectives will be meaningful only when people with the appropriate talent, skill, and desire are available to carry out the strategies. If the human resource planning process is poor, it can cause substantial problems in the short term (Pratidhina & Utami, 2023).

Advantages of Human Resource Planning

According to Qureshi (2022), the following are to be identified as benefits of having HRP within an organization.

·     Avoids unforeseen hiccups: Address gaps or issues before they arise by being aware of resources up front and preparing how to use them.

·       Prevents burnout: By Effective resource management allows to avoid “overallocation” or “dependency” of resources by gaining insight into the team’s workload.

·   Provides a safety net: Offers a safety net: Say the project failed because of a lack of resources (it happens). Resource management and planning show that made the best use of the available resources.

·     Builds transparency: The team's capacity and makes plans appropriately if they see that the team is   either fully booked or available to take on assignments.

·     Measure efficiency: Efficiently plan and analyze ROI and usage vs efficiency if broad awareness of   what is required to manage and carry out a future project.

Disadvantages of Human Resource Planning.

According to Mansaray (2019), the following are identified as disadvantages of having HRP within an organization.

·        The future is uncertain. There are several external factors viz. Technological, political, cultural, etc. that affect employment opportunities.

·       With the surplus manpower, the companies try to remove this imbalance using termination, layoff, and removal of the existing employees.

·      The human resource planning is time-consuming since it collects the complete information regarding the personnel requirements of each department and then finds the suitable sources to satisfy the needs.

·       The human resource planning is an expensive process.

 

References

Armstrong, M (2009), Armstrong’s Handbook of Human Resource Management Practice, 11th Edition, Pg 480 – 483, Kogan Page Limited.

 Chiara, C., Diego, V. & Mara, S (2023). Human Resource Management (Human Resource Planning), Journal Islamic Economic Minangkabau, (Online), Available at: https://www.researchgate.net/publication/371660043_Human_Resource_Management_Human_Resource_Planning [Accessed on 20th March 2024]

Paul, N. A., & Shah, P. A (2021). Hard and Soft HRM Models, A Review, IOSR Journal of Business and Management, Vol 23 (6), (Online) Available at: https://www.iosrjournals.org/iosr-jbm/papers/Vol23-issue6/Series-5/E2306053538.pdf [Accessed on 21st March 2024]

Prashanthi, K (2013). Human Resource Planning – An Analytical Study. International Journal of Business and Management Invention, Vol 2(1), (Online), Available at: https://www.ijbmi.org/papers/Vol%282%291/Version_3/H0216368.pdf [Accessed on 21st March 2024]

Pratidhina, P. H., & Utami, I (2023). Organizational behavior analysis in the context of Human Resource Management, (Online), Available at: https://www.researchgate.net/publication/373662243_Organizational_Behavior_Analysis_in_the_Context_of_Human_Resource_Management [Accessed on 23rd March 2024]

Rameshbabu, H (2018). The Contribution of HR to Human Resource Planning, International Journal of Managerial Studies and Research, Vol 6 (6), (Online), Available at: https://www.arcjournals.org/pdfs/ijmsr/v6-i6/5.pdf [Accessed on 18th March 2024]

Samwel, J, O (2018). Human Resource Planning as an Important Practice to Anticipate Future Human Resource Requirements of the Organization – Literature review. International Journal of Research in Business Studies and Management, Vol 5 (3), (Online), Available at: https://www.ijrbsm.org/papers/v5-i3/4.pdf [Accessed on 22nd March 2024]

Qureshi, M (2022) Resource Management: Process, Advantages and Disadvantages, J Stock Forex, Vol 9 (1), (Online), Available at: https://www.longdom.org/open-access-pdfs/resource-management-process-advantages-and-disadvantages.pdf [Accessed on 23rd March 2024]

 

 


Comments

  1. Prasani ImanthiMarch 25, 2024 at 10:14 AM

    Agree . It's necessary that a company planning Human resources accordingly. ensuring adequate staffing Levels , identifying future talent needs will ensure a safe workflow to the company. Company without a proper human resource planning will definitely end up being unsuccessful.

    ReplyDelete
    Replies
    1. Kovida NagahawattaMarch 27, 2024 at 9:44 AM

      Thank you Prasani for your comment, further to comment according to Koltnerová (2012), Human Resource Planning must be an integral part of business planning because it is the core of all business planning processes of the enterprise.

      Delete
  2. Mihira De SilvaMarch 25, 2024 at 11:04 AM

    Good topic to discus, relevant to any organization.
    Human resource planning holds a major aspect in an organization, it decided mostly its success. This process will help to forecast the future personal needs of an organization parallelly to business goal and objectives. If this planning done in an effective manner it will help to ensure right people are in the right roles at the required times which would help to optimize the productivity and foster employee engagement. Certainly, Proper HR planning is responsible in an organization for adopting to change and surviving in a competitive and challenging business environment.

    ReplyDelete
    Replies
    1. Kovida NagahawattaMarch 27, 2024 at 9:48 AM

      Thank you Mihira for your comment. According to George (2019), Organizations typically plan their future needs for supplies, equipment, building capacity, and financing. Organizations must also plan to ensure that their human resource needs are satisfied. Human Resource Planning involves identifying staffing needs, forecasting available personnel, and determining what additions or replacements are required to maintain a staff of the desired quantity and quality to achieve the organization’s goals.

      Delete
  3. Arundathi EgodawatteMarch 25, 2024 at 7:53 PM

    Absolutely, human resource planning is a collaborative effort that involves not only HR managers but all organizational managers. Each manager plays a crucial role in identifying their team's needs and assessing the availability of personnel to ensure alignment with the organization's goals and objectives.

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    Replies
    1. Kovida NagahawattaMarch 27, 2024 at 9:58 AM

      Thank you Arundathi for your comment. As part of the human resource planning process, an organization may have to formulate „make or buy‟ policy decisions. A „make‟ policy means that the organization prefers to recruit people at a junior level or as trainees, and rely mainly on promotion from within and training programmes to meet
      future needs. A „buy‟ policy means that more reliance will be placed on recruiting from outside -„bringing fresh blood into the organization‟ (Rameshbabu, 2018).

      Delete
  4. Ruwan DehiwalaMarch 26, 2024 at 12:15 AM

    This blog stresses the importance of human resource planning (HRP) in organizations, highlighting its processes, benefits, and drawbacks. It emphasizes involving both HR and other managers and distinguishes between 'Hard' (quantitative) and 'Soft' (culture-focused) approaches. The blog outlines steps in the HRP process, like analyzing objectives and forecasting needs, while noting advantages such as issue avoidance and efficiency measurement, alongside drawbacks like uncertainty and time consumption. Overall, it offers a concise overview of HRP's significance and challenges in organizational management.

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    Replies
    1. Kovida NagahawattaMarch 27, 2024 at 9:55 AM

      Thank you Ruwan for your comment. The strategic role of human resource planning not only assists the organization in short span of time but also in many times to come. Thus it is being seen that those organization which consider human resource planning as the significant and essential part of their human resource management, this could turn out to be very helpful in terms of dealing with its human capital which could possibly make the organization to standout of the competition prevailing in the market (Aslam, 2014).

      Delete
  5. DilshadMarch 26, 2024 at 5:37 AM

    along with my Idea is a fast-paced startup might need a strong focus on hard HR planning to keep up with rapid growth, while a well-established company might prioritize soft HR planning to maintain a strong company culture.

    ReplyDelete
    Replies
    1. Kovida NagahawattaMarch 27, 2024 at 10:01 AM

      Thank you Dilshad for your comment. Further according to Rameshbabu, (2018) Human resource planning also looks at broader issues relating to the ways in which people are employed and developed in order to improve organizational effectiveness. It can therefore play an important part in strategic human resource management.

      Delete
  6. shenthuranMarch 30, 2024 at 6:18 AM

    Good one kavida,HRM planning, also known as workforce planning or human capital planning, is the process of aligning an organization's human resources with its strategic goals and objectives. It involves forecasting future workforce needs, identifying gaps in skills and competencies, and developing strategies to recruit, retain, and develop talent to meet those needs.

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    Replies
    1. Kovida NagahawattaApril 10, 2024 at 1:29 AM

      Thank you Shenthuran for your comment. According to Chiara et al (2023), Human resource planning is the first thing an organization or company must do when a company seeks better human resource management. All organizations or companies must determine their future with different plans according to the demands of the time. Nowadays changes are rapid, so organizations or companies must be able to keep up with changes quickly and precisely.

      Delete
  7. Sagayam Anthony PrakashApril 2, 2024 at 12:33 AM

    Yes, Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of skilled employees while avoiding employee shortages or surpluses. Having a good HRP strategy in place can mean productivity and profitability for a company.

    ReplyDelete
    Replies
    1. Kovida NagahawattaApril 10, 2024 at 2:17 AM

      Thank you Anthony for your comment. Human resource planning is indeed concerned with broader issues about the employment of people than the traditional quantitative approaches of manpower planning. Human resource planning today is more likely to concentrate on what skills will be needed in the future, and may do no more than provide a broad indication of the numbers required in the longer term, although in some circumstances it might involve making short-term forecasts when it is possible
      to predict activity levels and skills requirements with a reasonable degree of accuracy (Rameshbabdu. 2018).

      Delete
  8. Nilakshi MadushiniApril 10, 2024 at 4:30 AM

    Human resource planning is a vital strategic process for organizations to anticipate and address future workforce needs effectively. By aligning HR strategies with organizational objectives, HR planning ensures that the right talent is available at the right time and in the right roles to support business goals.

    ReplyDelete
    Replies
    1. Kovida NagahawattaApril 10, 2024 at 8:42 AM

      Thank you Nilakshi for your comment. Conceptually, human resource planning should be an integral part of business planning. The strategic planning process should define projected changes in the scale and types of activities carried out by the organization. It should identify the core competencies the organization needs to achieve its goals and therefore its skill requirements (Rameshbabu, 2018).

      Delete
  9. Amesha J ColinsApril 11, 2024 at 9:39 AM

    Totally understood! Human resource planning is crucial for organizations to meet current and future business requirements. It involves HR managers and all organizational managers planning needs and availability based on their interests and progress. And also There are two types of planning: hard and soft. Hard planning is quantitative and focuses on creating and shaping organizational culture, while soft planning is more focused on employee beliefs, values, and behaviors.

    ReplyDelete
    Replies
    1. Kovida NagahawattaApril 12, 2024 at 5:06 AM

      Thank you Amesha for your comment. According to Chugh (2023), Human resource planning is the process of forecasting the current and future needs of an organization. Additionally, it entails taking the necessary steps to ensure that the organization has the right number and quality of employees to achieve its goals. The main components of human resource planning include analyzing the current workforce and identifying the skills and competencies that will be required in the future. It also involves developing strategies to attract, develop, and retain employees to meet those needs.

      Delete
  10. Minoshi De SilvaApril 11, 2024 at 11:50 PM

    Human resource planning is indeed crucial for organizations to ensure they have the right talent in place to meet current and future business needs. Your explanation of the process, advantages, and disadvantages provides a comprehensive overview of its importance and challenges.

    ReplyDelete
    Replies
    1. Kovida NagahawattaApril 12, 2024 at 5:07 AM

      Thank you Minoshi for your comment. The need for human resource planning is to maintain the balance of skills based on the needs and objectives of the enterprise. HR planning must, therefore, be a continuous process, with a structure and monitoring system that enables the organization to provide sufficient lead time for the recruitment and training of employees (Goddard, 2024).

      Delete

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