INTRODUCTION OF HUMAN RESOURCES PLANNING

Many business owners prepare a business plan before starting their own business.
Human resources planning refers to classic human resources administrative functions, and the
identification and evaluation of human resources requirements for meeting organization goals
(John B. Landers, 2003). It also say that, human resources planning is one way to help a
company develop strategy and predict company needs in order to keep their competitive edge.
Human resources planning is the process of expect and providing for the movement of
people into the organization, people in the organization and people who out of an
organization. Based on my understanding, human resources planning is about the forecasting
demand and surplus in the organization, it mean that the company is able to identify the
occurrence of surplus and shortage of worker in the organization, and the company is able to
predict what they should do to settle the deman and surplus problem in the future use.
According to Business Dictionary.org (2012), human resources planning is the process that
links the human resource needs of an organization to its strategic plan to ensure that staffing is
sufficient, qualified, and competent enough to achieve the organization objective. It can be
supported by previous research that being done by Bulla and Scott (1994), it mention that
human resource planning is the process for ensuring the human resource requirements of an
organization to identified and plans are made for satisfying those requirements.

Human resource planning must also act as a link between human resource
management and the overall strategic plan of the organization. Worker population in most
western countries and the increasing demand for qualified workers in the developing
economies have emphasize the importance of effective in human resouces planning.
According to Reilly (2003), workforce planning is the process in which an organization
attempts to estimate the demand for labour and evaluate the size, nature and sources of supply
which will be required to meet the demand, human resources planning incudes the creating an
employer brand, retention strategy, absence management strategy, flexibility strategy, talent
management strategy, recruitment and selection strategy.

Human resources planning is the ongoing process to achieve the optimum use of an
organizations most valuable asset. According to Investopedia.com (2012), the objective of
human resource planning is to ensure the best fit between employees and the jobs, while
avoiding manpower shortages or surpluses, and the three key elements of the human resources

planning process are analyzing present labor supply, forecasting labor demand, and balancing
projected labor demand and supply. This also supported by Ruth Mayhew (2012), whereby
he said that the company can attain the goals by including the human resources department in
matter that affect the business overall. In the meantime, the human resources has it own
objectives, which can be integrated into the organizational objectives, the objectives that he
said is raising level of job satisfaction, managing multigenerational workforce and human
resources in boardroom. Basic purpose to have the human resource plan is to have an
accurate estimate of the number of workers needed in an organization, with matching skill
requiremetns to fulfill the organization objectives (Sree Rama Rao, 2010).

Human resources planning anticipate not only the required kind and number of
employees but also determine the action plan for all functions of personnel management.
Human resources planning was an important aspect of job analyses and was often used as a
bases for determining the strenghts and weaknesses among the employees and to develop the
skills and competences they needed (Gallagher, 2000). The advantages is, according to Mary
Jane (2009), it mention that the human resources planning is that present employees are often
consider before a new worker when internal opportunities arise. This will save the time and
money in the organization, because spending to find the new employees becomes
unnecessary, it is also a positive stage for existing employees, since it is the qualified and
hardworking who get considered for promotions.

This also supported by datapole.com

(2010), whereby mention that it helps to satisfy the individual needs of the employees for the
promotions transfers, salary enchancement and have a better benefits in the organizations. In
addition, if the organization wants to expand their business, it can go ahead with simple and
easy way, early planning can ensure a continuous supply of people with the necessary skills to
hande challenging jobs easily (Sree Rama Rao, 2010)

The weaknesses in human resources planning is recruiting qualified individuals is

sometimes a easy task to the employee.

For example, getting a handful of qualified

individuals before a given deadline may be impossible if applicants are less than qualified,
and this lack of trained by the individuals can delay other departmental plans (Rowena Odina,
2010). This also supported by Kathy Adam Mclntosh (2012), whereby said that that the
disadvantage of human resource planning related to the current cultural thinking of the
employees. Many employees work in the same manner they were originally trained, when
human resource management decides to take a new approach and implement the planning,

these employees feel threatened, and their current skills may not transfer to the new
processess and the employee would need to learn a new system.

In addition, in the

organization, it is important to appoint a new employee, because the new employees bring a
new ideas, objectivity and perspective toward the organization, but this opportunity is lost
when organizations is given train and raise an existing employee to a higher position and
rank, in this case, the function of the organization is growing at a slow pace, and it continues
to do so even under the management of selected candidates (Suchi Moorty, 1999).

In addition, the view of human resources planning done by McBeath (1998), addressed
the view by highlighting a set of issues that regarded as being important with respect to the
human resources planning. These were an estimation of how many people the organization
need for the future, second is determination of what ability, skills, and knowledge requires to
compete. Then, an evaluation of employees ability, skills and knowledge, and lastly is
determination of how the company could fill the identifed comptence gaps.

The more

important part in the human resources planning is the succession planning which aim to
ensure the supply of individuals and filling of gaps on the key positions when they become
empty and increase the competences to areas where they are most valued (Wolfe, 1996)

REFERENCES
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