The Core Function Of Human Resource Department

2067 words - 9 pages

Planning: the core function of Human Resource Department Page PAGE 1
AbstractHuman Resource planning is a process of identifying current and future human resources needs for an organization to achieve its goals and strategic objective. It involves, but not limited to forecasting an organization's future demand and supply for different types of employees directly linked to its business needs. Implementation of gap analysis between future HR supply and future demand is taking place first. Strategies are then developed in order to minimize the gaps and may involve recruitment, internal staffing, development and training, and activities relating to rightsizing. Forecasting future needs implies ...view middle of the document...

Even some projects for which objectives are expected to be achieved in short time (2-3 months) should be designed with a clear understanding of how the short-term objectives are linked to the achievement of longer term objectives. For example, a Construction Company "X" engaged in a recruitment campaign to hire 50 engineers should have a clear understanding of how this hiring goal will help the company achieve its long-term goals such as becoming the most reputable and proficient company in that industry. This particular company can also focus on finding 25 engineering graduates to provide for them an on job training program. Due to the fact that a growing company needs to prepare a number of top and middle managers, HR dpt. should plan ahead of time. It will take from 5 to 7 years to develop middle-level managers, as well as the top level managers will be prepared within 10 to 15 years.This particular example allows us to discover a clear linkage between human resource planning and strategic business planning. It is preferable if top executives would have a properly designed vision of the future, which has been communicated and accepted by managers throughout the organization. Nevertheless, in case if company "Y" does not have a common understanding of the vision, a professional HR manager can facilitate a number of strategic planning sessions, and develop Vision, Mission, and Objectives for the whole company. Based on the overall strategy, HR department will mobilize its human power and proceed with planning.Forecasting the demand and supplyThe demand and supply of human resources can be predicted by understanding the business needs of a company and having an updated picture of the labor market in the region. Human resource dpt. objectives follow logically from consideration of any discrepancies between demand and supply. Demand refers to the number and characteristics (e.g., skills, abilities, pay levels, or experience) of particular jobs at a given point in time and at a particular place. Supply refers to the number and characteristics of people available for those particular jobs. Basic questions that HR planners should answer are the following: "What are the jobs needed to be filled during the coming period of time?" and "How and where we are going to get people from to fill those jobs?"What are the jobs needed to be filled? Answering the demand question requires prediction: who will leave jobs and create vacancies, which jobs will be eliminated, and which new jobs will be created. One of the methods for predicting the vacancies and increasing number of jobs is to project historical statistics into the future, the so called Statistical Techniques. This is applicable for organizations with a long history in the market and a clear understanding of their business, which can easily predict the demand for their products or services (production volume, level of sales, number of contracts, etc.).Behavioral theories of the causes of turnover...

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