The Role of Human Resources Planning in an Organization
Planning is very important to our everyday activities. Several definitions have been given by different writers on what planning is all about and its importance to achieving our objectives. It is amazing how current organizations are taking this part of human resource important, this is so because most managers have started releasing the value of human resource planning in organizations. Organizations that do not plan for the future have less opportunity to survive the competition ahead. This article will define human resource planning; discuss the importance of it and the major steps involved when planning the human resource of an organization which are: Forecasting, inventory, audit, HR plan, Auctioning of plan, and Monitoring & control.
Quoting Monday et al (1996:53) they define it as a systematic analysis of human resource needs in order to ensure that correct number of employees with the necessary skills is available when they are required. One well respected definition of human resource planning defines it as a strategy for the acquisition, utilization, improvement and retention of an enterprise’s human resources, (Department of Employment, 1974). These two particular definitions see’s human resource planning as a strategic activity, i.e. one that is concerned with securing resources on a long-term basis. It is interesting to note there is no mention of staff disengagement in this definition, which was written at a time of full employment, unlike the present. Planning is not as easy as one might think because it requires a concerted effort to come out with a programme that would easy your work commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.
According to Cole, (2002:138), Planning is a process that has to be commenced from somewhere and completed for a purpose. This simply means that planning involves gathering information that would enable managers and supervisors make sound decisions. The
Quoting Monday et al (1996:53) they define it as a systematic analysis of human resource needs in order to ensure that correct number of employees with the necessary skills is available when they are required. One well respected definition of human resource planning defines it as a strategy for the acquisition, utilization, improvement and retention of an enterprise’s human resources, (Department of Employment, 1974). These two particular definitions see’s human resource planning as a strategic activity, i.e. one that is concerned with securing resources on a long-term basis. It is interesting to note there is no mention of staff disengagement in this definition, which was written at a time of full employment, unlike the present. Planning is not as easy as one might think because it requires a concerted effort to come out with a programme that would easy your work commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.
According to Cole, (2002:138), Planning is a process that has to be commenced from somewhere and completed for a purpose. This simply means that planning involves gathering information that would enable managers and supervisors make sound decisions. The