Human resource planning is integrated with strategic planning through the acquisition of employees to achieve future organizational goals. This includes an analysis of the current workforce and how it can be improved to best achieve these goals. Through the objectives of strategic planning, human resources can prepare the organisation future workforce.
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Strategic planning supports the direction a company wants to take. This relates to the organisation vision, mission and its strategic objectives. Goals can be loosely or narrowly defined, but more defined company goals usually lead to better planning and attainment. Human resource planning analyses the competencies or abilities of the current workforce and compares them to future requirements. It attempts to meet future demands by attracting, retaining and training quality employees.
Strategic planning cannot exist without human resource planning.For human resource planning to be effective, the organisation future plans and objectives must be communicated or understood. These plans and objectives will have a direct impact on future employment needs. To assist in realising objectives, the organisation must prepare for a future workforce. If an organisation plans to increase its productivity by 20 per cent in the next year, it may need to grow its workforce by 2 per cent. If it plans to increase future market share by moving into a new territory, it needs to consider what workforce requirements will be needed to achieve this objective.
Before an organisation can determine how to change its workforce, it needs to analyse its current employment and compare it to future needs. This comparison will reveal gaps or surpluses that may exist. With this information, human resource planning can prepare plans to accommodate future employment requirements.
Not only is strategic planning necessary for human resource planning, it also allows for future preparation and evaluation of workforce needs. When the human resources department understands the strategic plans of the organisation, it can implement plans for building the future workforce. These plans are on based on current and future competencies and should include an evaluation to ensure that the workforce continues to meet the objectives of strategic planning.
To help achieve strategic objectives, human resources must use several types of planning initiatives. These include employment actions such as recruiting, developing, training and retraining. To meet future workforce requirements, human resources must attract, retain and train skilled employees. Without planning for the necessary staff, in quality and quantity, the organisation cannot meet strategic objectives.
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