Human Resource Planning Within the Organization
Human resource planning is a series of activities undertaken to anticipate business and environmental demands on the organization at a future time. In addition, it is also to fulfill the needs of the work posed by this condition.
This general view implies that there are four interconnected activities, which make up the unified human resources planning system: Human Resource supply now, forecasting offerings and human resource requests, plans to Enlarging an eligible amount, and various supervisory and evaluation procedures to provide feedback on the system.
In short, human resource planning means systematically estimating the demands and provision of the Organization’s workforce in the future.
This allows the personnel department to provide a more precise workforce according to the needs of the organization or company.
Ideally, organizations must identify short-term and long-term personnel needs through planning.
The short-term plan shows a variety of manpower needs to be fulfilled for a year to come.
While long-term plans estimate the situation of human resources for two, three, and even ten years to come.
Human resource planning allows organizations to:
- Improve human resource usage.
- Combining personnel activities and organizational goals in the future is efficiently possible.
- Economical new employee procurement.
- Develop basic information about personnel management to assist personnel activities and other organizational units.
- Assisting successful withdrawal programs from the labour market.
- Coordination of different personnel management programs, such as withdrawal plans and selection.
Human resource demand
The demand for future human resources or investigations is the center of personnel planning activities.
Almost all companies should make predictions of employee needs at the end of the day, although it may not be necessary to estimate the source.
Based on this understanding, human resource planning is often only interpreted as determining the number and type of employees needed to achieve organizational objectives optimally.
Employee needs forecasting is the most important and most difficult part to implement. First, it needs to be identified various challenges affecting demand; Both direct influence factors, such as the provision of personnel or other organizational aspects, as well as indirect factors or changes in external environment.
Secondly, organisations do forecast employees ‘ needs within the future time period. Estimates of employee needs are made by considering the accuracy of the forecasting techniques used.
Causes of demand
Although the challenges that affect human resource needs are countless changes in the environment, the organization and labor supply are usually discussed.
Environmental changes are difficult to predict in the short term and can sometimes be unpredictable for a long time. Economic development has a great influence but it is difficult to estimate.
An example is the inflation rate, unemployment and level of Bungan is often a deciding factor in the business conditions facing the company.
Socio-political and legal conditions
Socio-political and legal conditions have implications on human resource planning through various personnel regulations, attitudes and behaviours changes, and so on.
While technological changes are now not only difficult to be judged but also difficult to be assessed.
Organizational fundamental decisions affect human resource demand. The company’s strategic plan is the most influential decision.
It binds companies in the long run to achieving goals such as growth rates, new products, or new market segments.
Sales and production Forecast
Although not as precise as budget also leads to changes in the needs of short-term personnel. While the expansion of business means the need for new human resources.
Similarly, reorganizing or redesigning jobs can radically change the needs and require different levels of skill from employees in the future.
Employee Inventory factors
Human resource demand is modified by employee activities. Retirement, death, petition quit, all raise the needs of personnel.
Past Data about these factors and their development trends can serve as a more accurate planning guideline.