Name: Julie Anne Isla Section: CBET-17-607E

Great vision without great people is irrelevant

- Jim Collins

The human resources means the human that are in the organization.

Without them there cannot be production. Human resource believe in the

adage that “Our People are our most important Asset.” People are the engine

that drives business success. No matter how brilliant a business plan

or purpose, if it’s not underpinned by sound HR principles, it’s not going to

result in the type of success envisaged by its creators. Having a sound

strategy, having a marketable product or service, and having efficient

processes are all important. But it falls to the people within the organization to

actually execute on the strategies, plans, and processes to make a business

successful. Your people ARE your most important asset! They determine the

customer experience. If it's good you win, if it's poor you lose. So there is

need for the organization to plan well for its human resource. Proper planning

enhances the productivity of an organization. Through planning organization

goals and objective are determined; the resources available must be

strategies to achieve the goals and objectives. Planning provide answers to

what? How? When? And their relationship to organization activities.

The history of planning had started from the ancient era during the period

when there were no industries or firms. Planning is a basic function of

management thus therefore means that planning pervades all the functional

area of management which include personnel, production, research and

development, marketing and finance. In personnel management function,

sometime referred to as workforce planning, which is defined as the process

of the right number of qualified people into the right job at the right time. To

ensure adequate workforce in the organization, management must plan

properly, proper planning in this respect involves accurate projection. In

addition, human resource planning enables businesses to meet their current

and future demands for talent, allowing human resource managers to

anticipate and develop the skills most valuable to an organization, and

providing the enterprise with the optimal balance of staff in terms of available

skill-sets and numbers of personnel. Proper human resource planning also

provides a path for future development by establishing a reservoir of talent

capable of filling leadership roles. And in the long term, human resource

planning helps align human capital management more closely with business

strategy. And this planning is generally done to enable an organization to

move from the current manpower position to the desired manpower position.

Human resources undoubtedly play the most important part in the

functioning of an organization. The term ‘resource’ or ‘human resource’

signifies potentials, abilities, capacities, and skills, which can be developed

through continuous interaction in an organizational setting. Human resource

planning may be viewed as foreseeing the human resource requirements of

an organisation and the future supply of human resources and by making

necessary adjustments between these two and organisational plans; and

foreseeing the possibility of developing the supply of human resources in

order to match it with requirements by introducing necessary changes in the

functions of human resource management. In this definition, human resource

addition to the number/of employees.

HRP translates the organization’s objectives and plans into the number of

workers needed to meet those objectives. The actual HRM process starts with

the estimation of the number and kind of people required by the organization

for the coming period.

Human resource planning allows companies to plan ahead so they can

maintain a steady supply of skilled employees, flexible enough to meet short-

term staffing challenges while adapting to changing conditions in the business

environment over the longer term. It goes a step further in order to reach out

to right kind of people at right time, spending time, resources and energies.

Without careful planning, advance thinking and prompt actions, it is next to

impossible to get competent

There are three broad steps involved in the human resource planning

process. Each step needs to be taken in sequence in order to arrive at the

end goal, which is to develop a strategy that enables the company to

successfully find and retain enough qualified employees to meet the

company's needs.

The first step of human resource planning is to identify the company's

current human resources supply. In this step, the HR department studies the

strength of the organization based on the number of employees, their skills,

qualifications, positions, benefits, and performance levels. The second step

requires the company to outline the future of its workforce. Here, the HR

department can consider certain issues like promotions, retirements, layoffs,

third step in the HRP process is forecasting the employment demand. An

important part of planning for human resources after assessing and auditing

the current capacity of human resources. It creates a gap analysis that lays

out specific needs to narrow the supply of the company's labor versus the

future demand. Once you know how much manpower you need for a specific

project, it becomes easier to estimate manpower needs on other projects.

Contractors who hire on a per-project basis must be able to take into

account both the needs of the job and the skill level of his employees. This

knowledge allows the business owner to make an accurate estimation of

manpower needed for the job.

The goal of HR planning is to have the optimal number of staff to make

the most money for the company. Because the goals and strategies of a

company change over time, human resource planning is a regular occurrence.

Additionally, as globalization increases, the increased use of remote workers

by many corporations will also impact human resource planning and will

require HR departments to use new methods and tools to recruit, train, and

retain workers. HR departments will face the need to implement new practices

to accommodate government labor regulations that vary from country to

country.

It allows a business to better maintain and target the right kind of talent to

employ - having the right technical and soft skills to optimize their function

within the company. Therefore, allows managers to better train and develop

the skills needed amongst the workforce. The point is that the financial
success of your business is intimately tied to its human resources planning.

If you don't have enough employees, you can't meet demand, and not

meeting demand means you turn away otherwise happy customers.

The key to effective human resources planning is finding a balance

between effective employees and efficient service. All businesses ebb and

flow, you'll have moments where business is booming and employees will be

extremely busy coping with sales, customer inquiries, or marketing matters.

At other times, you'll find the business is a bit slow and perhaps employees

aren't as busy as they once were. Smart business owners are able to

manage this by keeping side-projects for their employees to engage in when

the main business is slow. Ask employees for their input. Do they have ideas

for new products or services? The downtime in the business cycle is a

perfect time for these new ideas to be explored. It keeps your employees

engaged and allows the business to still be productive without sacrificing

service.

If we keep a heads-up of what's going on in our business, we can be

more effectively create a pipeline of employees ready, willing and able to

help your organization grow and meet its goals.