The Process of Human Resource Planning
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3 سال پیش
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To meet business objectives and
To meet business objectives and gain an advantage over competitors, organizations should carry out human resource planning. To do this, organizations need a clear idea of the strengths and weaknesses of their existing internal labor force. They also must know what they want to be doing in the future. Human resource planning compares the present state of the organization with its goals for the future, then identifies what changes it must make in its human resources to meet those goals.
The changes may include downsizing, training existing employees in new skills, or hiring new employees. The process consists of three stages: forecasting, goal setting and strategic planning, and program implementation and evaluation. In personnel forecasting, the HR professional tries to determine the supply of and demand for various types of human resources. The primary goal is to predict which areas of the organization will experience labor shortages or surpluses.
Forecasting supply and demand can use statistical methods or judgment. Statistical methods capture historic trends, where judgement allows the organization to consider unpredictable or new labor market conditions. Usually an organization forecasts demand for specific job categories or skill areas. After identifying the relevant job categories or skills, the planner investigates the likely demand for each. Once a company has forecast the demand for labor, it needs an indication of the firm’s internal labor supply, as well as changes expected in the near future as a result of promotions, transfers, and voluntary turnover.
The second step in human resource planning is goal setting and strategic planning. Setting specific goals provides a basis for measuring the organization’s success in addressing labor shortages and surpluses. For each goal, the organization must choose one or more human resource strategies. Organizations are most likely to benefit from hiring and retaining employees who provide knowledge and skills that create value for customers. Downsizing is the planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness.
The changes may include downsizing, training existing employees in new skills, or hiring new employees. The process consists of three stages: forecasting, goal setting and strategic planning, and program implementation and evaluation. In personnel forecasting, the HR professional tries to determine the supply of and demand for various types of human resources. The primary goal is to predict which areas of the organization will experience labor shortages or surpluses.
Forecasting supply and demand can use statistical methods or judgment. Statistical methods capture historic trends, where judgement allows the organization to consider unpredictable or new labor market conditions. Usually an organization forecasts demand for specific job categories or skill areas. After identifying the relevant job categories or skills, the planner investigates the likely demand for each. Once a company has forecast the demand for labor, it needs an indication of the firm’s internal labor supply, as well as changes expected in the near future as a result of promotions, transfers, and voluntary turnover.
The second step in human resource planning is goal setting and strategic planning. Setting specific goals provides a basis for measuring the organization’s success in addressing labor shortages and surpluses. For each goal, the organization must choose one or more human resource strategies. Organizations are most likely to benefit from hiring and retaining employees who provide knowledge and skills that create value for customers. Downsizing is the planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness.
3 سال پیش
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