Organizations are formed by people and the same people are the most vital strategic resource in the organization. No organization can achieve its objectives without people.
To achieve a high-performance standard, there must be proper utilization of human resources in organizations. Furthermore, all the objectives of the organization can be achieved through effective human resource planning. “Effective human resource planning is a mechanism for building long-term capacity to meet the workforce challenges” (Choudhury, 2007), therefore, human resource management has the opportunity “to enable organizations to survive, grow, be competitive and profitable” (Werner, Jackson & Schuler, 2012).
Human resource planning is the most important managerial function of an organization. It plays an important role in human resource management because it translates the objectives of the organization into the number of workers needed, by determining the human resource required by the organization to achieve its strategic goals. For an organization to manage its human resource, it must ensure effective human resource planning.
To be deemed as effective, HRP should ensure:
- An adequate supply of human resources in the light of organizational goals
- The right number of workers and the right kind of workers at the right time doing work for which they are economically most suitable
- Proper quality of human resources
- Effective utilization of human resources directed towards clear and well- defined objectives
- Forecasting the supply and demand for different categories of personnel in the organization for the years to come
- Periodical reconsideration of new developments and extending the HR plan to cover changes during the period
- A path to an effective motivational process
- Adequate flexibility in the human resource planning process to suit the changing needs
In effect, human resource planning is a key to assessing and addressing the manpower requirements of the organization. An organization that implements human resource planning effectively is likely to prosper in a competitive environment. The optimal utilization of human resources is an important success factor contributing to the long-term competitiveness of organisations (Zülch, Rottinger & Vollstedt, 2004)
Human resource planning is also vital for organizations during unstable periods like mergers, amalgamation, consolidation and when labour market settings are studied or when joblessness is low (Mello, 2001).
Concept Of Human Resource Planning
“Human resource planning is one of the most important elements in a successful human resource management program,” according to De Cenzo & Robbins, 1988. Many people find Human resource planning to be an unclear and strange concept. This is not just because it has a variety of meanings but also due to its different interpretations as found in articles and books.
According to Vetter: “HRP is the process by which management determines how the organization should move from its current manpower position to desired manpower position. Through planning, management strives to have the right time, doing things that result in both the organization and individual receiving maximum long-run benefits.”
According to Gordon Mc Beath: “HRP is concerned with two things: Planning manpower requirements and planning of manpower supplies”.
According to Beach: “HRP is a process of determining and assuming that the organization will have an adequate number of qualified persons, available at proper times, performing jobs that meet the needs of the enterprise and which provides satisfaction for the individuals involved.”
HRP is the philosophy of people management based on the belief that human resources are extremely important for sustained business success. An organization acquires a competitive advantage by using its people effectively and utilizing their expertise to meet clearly defined objectives. HRP is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies.
Human resource planning is important for helping both organizations and employees prepare for the future. One of the basic goals of human resource planning is to predict the future and based on these predictions, implement programmes to avoid anticipated problems. It, thus, involves the process of examining an organization or individual’s future human resource needs.
Some questions that can be answered through effective HRP are:
- What types of skills will be needed for jobs of the future compared to future human resource capabilities?
- What kind of human resource policies and practices should be developed to address potential problems?
- What kind of training programmes should be implemented to avoid skill deficiencies?
Effectively HRP is a four-phased process:
Phase I involves the gathering and analysis of data through manpower inventories and forecasts.
Phase II consists of establishing manpower objectives and policies and gaining top management approval of these.
Phase III involves designing and implementing plans and promotions to enable the organization to achieve its manpower objectives
Phase IV is concerned with the control and evaluation of manpower plans to facilitate progress to benefit both the organization and the individual.
This planning process enables the organization to identify what its manpower needs are and what potential manpower problems require current action. As a result, the organization and its employees are empowered to give a more effective and efficient performance.
