Hr Planning
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Human Resource Planning in the face of change and uncertainty
Human Resource Planning (HRM) can be defined as an analyzing of an organization's needs of human resource under changing conditions and developing activities to meet these needs. HRP involves forecast the human resource required by the organization to ensure the availability of right number of employees with certain skills at the right time and place, retain the stability of manpower through pay and benefits, response to change that happen from major operational strategies, and establish standards, performance control systems and build long-term employee relationship (Verhoeven 1981, p. 341; 'Human resource planning' 2005, p. 47; Kramar, Hollenbeck & Wright 2008, p. 219). Nowadays, many organizations are faced with many challenges that were not present in the past. This is due to the sudden and constant changing environment; organizations need to strategically plan their human resource in order to secure a competitive advantage. Human resource is recognized to be a unique valuable strategic asset that can be difficult to imitate unlike other sources such as technology, facilities, or capital. As a result, Human Resource departments are becoming more involved in a strategic management function and the operations of the firm of linking the organization's human resource to the business. Therefore, HRP is the mechanism that helps translate organizational goals into human resource goals to ensure that the organizations have human resource required to fulfil or adapt to future business plan (Kane & Stanton 1991, p. 5; Kramar, Hollenbeck & Wright 2008, p. 219; Oyler & Pryor 2009, p. 431).
Shortage of young labour may lead to new employment patterns of ageing workforce management in attracting and retaining older people. As the number of older persons is growing especially in the developed regions and is expected to exceed the number of children in the near future due to the reductions of fertility...
Human Resource Planning (HRM) can be defined as an analyzing of an organization's needs of human resource under changing conditions and developing activities to meet these needs. HRP involves forecast the human resource required by the organization to ensure the availability of right number of employees with certain skills at the right time and place, retain the stability of manpower through pay and benefits, response to change that happen from major operational strategies, and establish standards, performance control systems and build long-term employee relationship (Verhoeven 1981, p. 341; 'Human resource planning' 2005, p. 47; Kramar, Hollenbeck & Wright 2008, p. 219). Nowadays, many organizations are faced with many challenges that were not present in the past. This is due to the sudden and constant changing environment; organizations need to strategically plan their human resource in order to secure a competitive advantage. Human resource is recognized to be a unique valuable strategic asset that can be difficult to imitate unlike other sources such as technology, facilities, or capital. As a result, Human Resource departments are becoming more involved in a strategic management function and the operations of the firm of linking the organization's human resource to the business. Therefore, HRP is the mechanism that helps translate organizational goals into human resource goals to ensure that the organizations have human resource required to fulfil or adapt to future business plan (Kane & Stanton 1991, p. 5; Kramar, Hollenbeck & Wright 2008, p. 219; Oyler & Pryor 2009, p. 431).
Shortage of young labour may lead to new employment patterns of ageing workforce management in attracting and retaining older people. As the number of older persons is growing especially in the developed regions and is expected to exceed the number of children in the near future due to the reductions of fertility...