Human resources planning and retention
The purpose of Human resources planning and retention
The
objective of Human resources planning and retention is to ensure the best fit
between employees and jobs, while avoiding workforce shortages or spares.
Steps of Human Resources Planning and retention
Human
Resources planning is a continuous process that should carry out by the Human
resources department of an organization to ensure systematic planning to
accomplish maximum benefits from the available human resources. the process of
Human resources planning ensures the creation of the best fit of the employees
to the job roles as well as to the organizational culture. This helps the
organization to operate without any manpower surpluses or shortages in the
organization.
1. Analyze Objectives
The human resources
planning process starts with the identification of the objectives of the
different departments in the organization. each department such as management,
marketing, production, finance, and sales, etc. can have different objectives
and they have specific expectations related to human resources. The objectives
can include recruiting new employees for the process, reducing the number of
employees by automating processes, or improving the knowledge and skill levels
of existing employees.
2. Inventory current human resources
Once the necessary
changes are identified, the Human resources planning team should create an
inventory of the current human resources available in the organization. This
should include the current number of employees available in the organization,
their capacities, capabilities, and performance abilities. This helps the human
resources team to identify the methods of filling the upcoming job requirements
and to create estimates to internal and external recruitments that will be
necessary.
3. Forecast the demand and the supply of employees
Based on the objectives
of the different departments of the organization and the inventory of the
available resources, the Human resources planning team can forecast the demand
of the employees. Apart from that, based on the availability in the organization
and the employee market, the supply of the employees should be forecasted.
4. Estimate Gaps
Conducting a comparison
between the demand and the supply of the employee availability can help the
human resources team to identify the gaps that can arise in the foreseeable
future. The gaps can arise as employment deficits as well as employment
surpluses. Employment deficits indicate the number of employees that need
to be recruited and the employment surpluses indicate the job terminations or
transfers between departments. Apart from that, the gaps can be used as an
indication of the training and development requirements for the employees.
5. Formulate Plan
Once the employment gaps
are estimated, the Human resources planning team should formulate a plan for
the recruitment, training, and development, termination, interdepartmental
transfers, promotion, or early retirement of employees based on the
requirements of the organization. The employment plan can vary based on the
deficit or the surplus estimated in forecasting the demand and supply stage.
6. Implement Plan
Once the human resources
plan is formulated, the human resources department should implement the plan in
the organization. This should be aligned with the goals and objectives of the organization as well as the goals and objectives
of each department of the organization.
7. Monitor, Control, and feedback
Once the human resources
plan is implemented, the plan should be monitored continuously to ensure the
alignment of the plan to the objectives of the departments. The necessary
controls should be put in place and the feedback at each level should be
obtained to measure any defects in the implemented human resources plan.
The necessary changes should be implemented according to the feedback obtained
in the ongoing process in order to make the human resources plan a success.
References
·
Steps of Human Resources Planning (2021). Econ
Posts. https://www.econposts.com/human-resources-management/7-steps-of-human-resources-planning/
·
Hayes, A (2021). Human Resource Planning. Investopedia.
https://www.investopedia.com/terms/h/human-resource-planning.asp
·
Werhane, W (2019. How Do We Get Better Information
from Our Exit Interviews? Workforce Management Online. https://workforce.com/
Base on the organization structure HR department have a right first responsibility for find the suitable candidate to fulfill that. Because of systematic choose is the must needed fact for that.
ReplyDeleteTo maintain the quality of your recruitments, talent acquisitions, and employee retention you should always have a good plan. A valuable article. thank you for sharing.
ReplyDeleteHuman resource planning is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. Employee retention plays a vital role in the organization development and the profitability. By providing the different sort of compensation and benefits we can retain our employee.
ReplyDeleteHuman resource planning has direct impact to retention. The points are very good.
ReplyDeleteEmployee retention that is effective might save a company from losing productivity. Workplaces with a high retention rate tend to have more engaged employees who, in turn, get more done. Employees that are more engaged are more likely to develop customer connections, and teams that have had time to gel are more productive.Thank you.
ReplyDelete