What is HRP?
Human resource planning (HRP) is an ongoing process of strategic planning to achieve the optimal use of the organization’s most important asset – a high-quality workforce. Staff planning ensures a good balance between employees and jobs while avoiding staff shortages or surplus.
There are four key steps in the HRP process. It includes analyzing current staff provision, forecasting staffing needs, balancing staffing needs and provision, and supporting organizational goals. HRP is an important investment in any business as it allows companies to remain productive and profitable.
Understanding Human Resource Planning (HRP)
Staff planning allows companies to plan so that they can maintain the continued availability of skilled workers. That is why it is also called the workforce. This process is used to help companies assess their needs and plan to meet those needs.
Staff planning requires flexibility to meet the short-term challenges of employees while adapting to changing conditions in the business environment over the long term. HRP begins by assessing and evaluating the current capacity of human resources.
Staff Planning Challenges
Challenges in HRP include ever-changing forces, such as staff illness, promotions, or vacation. HRP ensures that there is a fair balance between employees and jobs, to avoid shortages and to remain in the pool of workers.
To achieve their goals, HR managers must make plans to do the following:
- Find and attract skilled workers.
- Select, train, and reward candidates.
- Deal with absence and deal with conflicts.
- Promote employees or let some of them go.
After all, a company is as good as its employees, and a high level of employee engagement can be required for the success of a company. If a company has the best employees and the best practices, it can mean the difference between laziness and productivity, which helps to lead the company to profitability.
Top 5 Steps Including Staff Planning Process
1. Analysis of organizational plans and objectives:
Staff planning is part of the overall organizational structure. The personnel planning process begins with the analysis of the entire organizational plan into departmental, sub-departmental and sub-divisional systems and operational systems such as marketing, marketing, technical systems. This division of the whole system provides an assessment of the needs of employees in each department and each job. In addition to analyzing the organization’s plans, the organizational objectives are also analyzed.
If the organization’s goal is rapid growth and expansion, it needs more staff in all functional areas and departments to address the challenges of increasing market share, finance, asset size, new markets, inventory, and new products. The organization’s new growth strategy requires a large number of skilled workers. The Department of Labor needs to seek immediate employment and training to meet the needs of the organization’s staff.
2. Analysis of Employee Planning Objectives:
Staff planning is part of a business plan. Its objectives should be adjusted according to business objectives. Emphasis is placed on future needs rather than current ones. The main purpose of organizing employees is to match the current and future needs of the organization’s employees.
The Department of Labor must clarify the policy regarding employment acquisition. It must also specify the selection process and the need for training and development.
3. Staff Predictability:
Accurate forecasting of the organization’s required human resources is facilitated when the structure and structure of the work are carefully evaluated and the skills, skills, and knowledge required to perform and measure future needs are taken into account. It should not be taken lightly that the structure and composition of existing works are complete and cannot be changed over time. Recent advances in technology and the use of computers and robots in production have changed the situation.
Computer-assisted design (CAD) and computer-assisted production (CAM) projects are now in the process of removing traditional methods used. This has completely changed job creation. In modern times welding and related tasks are performed by robots.
The point is the need for skills, competencies, knowledge, skills for current and future employees must be reviewed. It will change the staff settings. The developed strategies not only improve product quality but also brought about job creation. The new job design requires more people with computer skills, engineering, and other technologies. Therefore, there is a growing need for engineers and technologists with corporate backgrounds.
4. Human Resource Evaluation:
Conducting an evaluation of the organization’s service delivery should start with the organization’s current staff list. It is also known as staff research to be done by organizational departments where full knowledge of skills, skills, qualifications, ability to work hard is thus available and also the value and quality of staff resources in various positions, possibly retirement.
5. Matching Demand and Supply:
It is one of the purposes of staff planning to assess the recruitment and supply of staff and to compare both the shortcomings and the shortcomings on each side in terms of number and quantity.