Human Resources Planning

Posted by Isra Anwar

January 09, 2015

As a part of the knowledge of human resource management, the human resources planning can be given limits as a process to determine the number and types of human labor corresponded to that required by an organization, in the right time and place, and perform his duties in accordance the expected.

By adhering to the limits that provide benefits to the success of management in preparing and providing the human resources needed by the company, the scope of human resource planning can become more widespread. Not only limited to the concepts, techniques, norms, and practices in the management of "counting" the needs of the organization and "formulate" programs in preparing and providing human resources. This expansion is an environment "follow" this is the changes that led to the need for human resources until the occurrence of a change in the business, and human resource management functions of other (acquisition, maintenance, and release of human resources) as well as operations management related with the use of human resources effectively and efficiently.

In its activities, the organization must be proactive and anticipatory of a future filled with uncertainty. Therefore, the organization should make its functional activity planning, especially human resources planning.

As we have noted that human resources is the key to the success of the organization in every activity. Human resource planning is not only a responsibility of the personnel who deal with employment issues, but also involves each manager as responsible for the overall stats.
The process of human resource planning starts from the collection of information an "assessment". Then identify the imbalance between labor required and available, as well as solve the problem.
Human resource planning by Schultz and S. Bowles has two objectives, namely:
1. The conventional objective, meaning that human resource planning aims to support economic development provide educated and trained workforce, optimally allocate resources and educational resources.
2. The purpose of equalization, which includes social justice through the equitable distribution of income and equity of education and creating employment opportunities.
To obtain human resources quality in accordance with the desire of the organization, the necessary standards so that human resources personnel can perform office duties and responsibilities assigned to him.

In the preparation of human resource planning, human resource managers take into account the external challenges, internal and internal organization of the employment situation, so that created a careful planning and steady.
While internal challenges include budget plan that includes strategic planning, estimation of production, sales and engineering organization and work tasks. It is intended to improve the efficiency, effectiveness and high productivity.

Besides taking into account external and internal challenges an organization in the planning of human resources, also need to be taken into account internally to anticipate the employment situation is vacancy and fulfillment or satisfaction of employees. Internal labor situation in any organization is always in the position of a dynamic, this is due to several factors, among others, dismissal and termination of employment relationships.
The benefits of human resource planning, namely:
1. Organizations can utilize human resources that already exist in the organization better. Human resource planning that already exist in the organization. Inventory, among others, include the amount of the existing workforce, qualifications, years of service respectively, the knowledge and skills possessed, talent and interest in the work concerned.
2. Through the planning of a mature human resources, labor productivity of existing personnel can be improved through increased labor discipline and improvement of skills so that each person produces something that is directly related to the interests of the organization.
3. Human resources planning is concerned with determining the need for labor in the future, both in terms of number and qualifications to fill a variety of positions and organize new activities.
4. Plan of human resources is the basis for the preparation of the work program for the working unit that handles human resources within the organization. One aspect of the work program is the provision of a new workforce in order to strengthen the existing workforce in order to improve the ability of the organization achieve its goals and objectives.

Without human resource planning, it is very difficult to develop a work program that is realistic. And please also read the article Theories and Models of Communication.