1. Introduction
Human resource planning helps ensure that people are placed in appropriate jobs to prevent labour shortages or surpluses. HR planning may appear to be a straightforward task in light of current workforce dynamics, the current pressure to meet business objectives, and the current labour market conditions on the HR manager. Continuous, data-driven human resources planning ensures that the right individuals are on hand to fill open positions. These HR measures ensure that strategic goals and competitive advantages are met for the upcoming term without a shortage or excess of employees. (Human Resource Planning Process: A Practitioner's Guide - AIHR, 2022).
· What challenges are faced by organizations when embarking on human resource planning?
· How does human resource planning affect employees?
Following are the research objectives:
- To Identify challenges faced by organisations when embarking on human resource planning
- To Identifying human resource planning affect employees
3. Literature Review
Human resource planning is defined by E.W. Vetter as "a process through which an organisation should advance from its current manpower position to its intended manpower position." All workers must be in the right place at the right time, performing at the right moment, to maximise long-term benefits for both the firm and its employees. An organisation can't build and maintain good working relationships with its employees if it lacks adequate human resources. (What Are the Benefits of Human Resource Planning? - Wise Step, 2022)
They don't intend to become specialists in human resources when they start their businesses. For many people, starting a business is a way to express their passions and fulfill a gap in the market. Planning for human resources may be broken down into the steps shown below. (What is Human Resource Planning Process? Business Jargons, 2022).
3.2.1 Five Planning Steps Every Organization Should Use
Human resources are typically seen as a "necessary
evil" because they do not directly create income. However, human resources are vital to ensure that the company's fundamental business needs are met.
3.2.2. Analysis of Organizational Plans and Objectives
Streamlining the HR department begins with an in-depth
analysis of the organization's aims and aspirations. Because each business is
distinct, so are its operations and goals.
3.2.3. Preparing a Human Resources Inventory
In the second step of the planning process, a detailed
inventory of the company's human resources is required. Every employee's basic
demographics, such as their education, experience and abilities, and gender and
marital status, should be recorded to ensure appropriate training or
certificates are included.
3.2.4. Assessing Future Supply and Demand
Predicting your market is vital when it comes to defining
your audience. For example, if your firm win’s new government contracts or
clients, you may need to recruit many people at once.
Hiring and employment are influenced by the forces of supply
and demand. Changing the direction of need to fit the current collection is one
way to maintain a healthy balance between supply and demand. It's also possible
to vary manufacturing capacity due to order changes.
3.2.6. Establishing an Action Plan
When putting together an action plan, several factors need to
be taken into consideration. For example, are there too few or too many employees working for us? There are several critical parts to every company's
operations that include recruiting, on-the-job training, and appraisal of
employees. (The Five Steps of Human
Resources Planning – C2 Essentials, Inc, 2022)
3.3. Issues in Human Resource Planning
To adequately plan for human resources
in our labour surplus economy, there is a general notion that there are too
many employees. So, is human resource forecasting worth the effort and money
spent? Human resource planning is viewed as a challenge by senior management. Human resources are in high demand, but this is not always
the case. Human resource requirements predictions are more likely to be
inaccurate the longer a company has to forecast them. There are also several
elements, like staff turnover, absences, seasonality, market volatility and
technology improvements that make HR planning useless.
Because
of these uncertainties, it is hard to correctly forecast human resources.
Quantitative and qualitative methods to HR planning are likely to collide at
some time. There are others who consider human resource planning as nothing
more than an accounting tool for keeping track of employee transfers within a
business. Many, however, focus on elements like as career planning, employee
morale, and other aspects of human capital.
3.3. What challenges faced by organizations when embarking on human resource planning.
Determine how many and what kind of staff are required to achieve the company's objectives. In order to quantify current human resource availability and forecast future human resource requirements, thorough study is required. Staffing and training are at the heart of human resource planning.(Challenges Faced by Human Resource Planning, 2022)
It
is called a "job analysis" when a job's features, such as the
knowledge and talents necessary, are examined. The final product of the job
analysis process is the job description. In a job description, the duties and
obligations of an employee are laid out in great detail.
Staffing
Staffing is all about finding the right people to work with. A company's human resources department plans and recruits for available positions prior to recruiting new personnel. They're responsible for finding qualified candidates to fill unfilled vacancies.
Orientation
Orientation
is the first step in a new employee's move to a new workplace and company.
There are a number of ways in which new workers may learn about their new
positions. Getting to know the company's rules, working hours, and other
responsibilities is also essential.
Training and Development
The training and development
department is responsible for ensuring that employees are sufficiently equipped
for their roles. If a worker's job duties change often, their company may
provide training classes for new or inexperienced employees.
3.4. How human resource planning affect employees?
Just
because you hire someone doesn't mean you've got a solid human resources plan
in place. Because there are so many HR responsibilities to keep you busy, you
may be operating without a strategy without even realizing it. Hiring and
training new workers, dealing with employee grievances, scheduling shifts,
conducting evaluations, and firing staff are all part of human resources
management. Planning for human resources includes:
- Designing a
long-term staffing strategy.
- Evaluating the
cost-effectiveness of using contractors vs. workers.
- Selecting
training programs.
- Creating
corporate rules and procedures handbooks.
- Deciding how and when to give benefits.
If
you had the chance to start a new firm, you wouldn't recruit the same
individuals in the same roles you already have.
A long-term people strategy is an area where HR planning may be helpful to your organization. To prepare for your company's future, imagine what it will look like three years from now and build an organizational chart appropriately. For example, using an HR organization plan may help decide whether your present staff are well-suited to their jobs or should be moved about and taught for other roles. Use job descriptions to help you find and hire the proper individuals and assist you in managing them after they join your team. (How Can Human Resource Planning Assist an Organization? 2022).
4. Research Philosophy, Research Approach and strategy
Developed
by Saunders et al. in 2007, the research onion approach is a framework for
understanding the numerous steps researchers must go through in order to build
a credible research technique. Onion-style research is a five-step process that
begins with the research concept and ends with the data gathering techniques.(Anon., 2019)
Onion analysis demonstrates that this study is based on a positivism-based approach. The results suggest that HR planning may positively impact employee and total organizational performance, which can be beneficial in today's corporate climate. A combination of inductive and deductive research methods is used, in which the researcher first collects data from a variety of sources to develop. A specific theory is based on the reviewed literature about the role of talent management in employee retention and then tests that theory to see if it holds up under scrutiny. Research methods for primary and secondary analysis include surveys, observations, interviews, and literature reviews when using a deductive approach. The usage of research methodologies aids the learner's project development. Researchers employ inductive, adductive, and deductive reasoning when conducting their research projects. The student will adopt a reasoned approach to gather quantitative and primary data for the research assignment.
5. Ethical requirements
This is an essential part of any research project. No one should be injured throughout the student's work on this assignment. It is the leaner's responsibility to make sure that no one is interrogated under duress. All ethical and moral factors are taken into account during the study process. During the course of the study, all participants' identities are kept strictly secret. Before any surveys or interviews are conducted, the goal of the study is communicated to each participant in great detail. Efforts have been made to ensure that the report does not offend anyone with its terminology or language. The data obtained is claimed to be kept private so that no one except the researcher may access it.
6. RESEARCH METHODOLOGY
As a spectrum, a method's approach might range from mainly quantitative to predominately qualitative. The first section outlines the project's many guidelines and restrictions. The second section focuses on the researcher's chosen approach for this study, and the third section briefly explains the methodologies used. As part of this investigation of organizational difficulties related to human resource planning, the researcher employs the appropriate methodological approach.
Methods of Data collection:
· Interviews: verbally posing open-ended questions to responses.
· Gathering the thoughts and opinions of a group of individuals to be utilized in future study is called a focus group. Anthropology is the study of culture and behavior via long-term participation in a community or organization. In a literature review, previously published works by other authors are surveyed.(Streefkerk, 2019).
Research Design
The researcher's choice of market research methods and processes forms the framework of the study design. The researchers' design allows them to use the most appropriate study methodologies and set up their future investigations more efficiently.
For example, the research design might be either qualitative or quantitative. Experimentation studies, surveys, correlation studies, and quasi-experimental reviews are some of the approaches used in these inquiries. Experimentation, the development of research ideas, and descriptive investigations are all sorts of research methodology. A study's design includes collecting data, its measurement and analysis, and its presentation. This is the year 2021, according to Voxco. The framework within which a researcher decides to carry out their inquiry is referred to as the research design. An investigation's design specifies the tools used and how they will be deployed. Define, Characterize, and Classify (for Research) (Asked by a 2022 caller) The study employed a range of survey tools and interviews to learn about the viewpoints of 100 company leaders on human resource planning difficulties.
Data collecting tool and technique:
Data is gathered using various methods, including checklists, interviews, observation, and surveys or questionnaires. Choosing the data gathering instruments is critical since research is conducted differently and for multiple goals. To make data-driven decisions, analysis tools are software and programs that collect and analyze the data of a business, its customers, and its rivals to improve operations and uncover insights.
Sampling:
To estimate the characteristics of the whole population, sampling is used in statistics, quality assurance, and survey methodologies to pick an appropriate group of individuals from the entire statistical population.
7. DATA ANALYSIS
HR planning may help to better understand and enhance a company's success ratio. In order to provide the best possible service to customers, HR planning is quite beneficial. To ensure that every rule and regulation of the United Kingdom is upheld, this is the case. Businesses are harmed by government and labour laws.
Due to hr concerns, survey tools were designed to measure stress levels at work and employee performance. A confidentiality agreement was provided to all participants. Information was acquired from employees of various businesses by the researcher. Surveys were performed with 56 banking industry personnel in order to decrease the low response rate.
The data was analysed with the help of the software "Statistical Package for the Social Sciences". (SPSS). There have been a number of tests run on the data to examine it.
Observation research is a qualitative research method that involves closely monitoring the actions of participants in a real-world setting as they go about their daily lives.
During the survey, I noticed that no one was answering the questions correctly because of the pandemic, and they were reluctant to answer them; because of government policies, 50% of employees worked from home, and only field staff worked in the companies; they were taking strict measures in response to the Covid outbreak because many banking employees were infected with the virus, and some deaths occurred.. HR constraints prevented managers from allowing me access to their offices. But a few well-respected employees helped me complete the survey and gave me comments.
Questionnaire Analysis (through SPSS) and Descriptive statistics
1. Were you satisfied with the information provided to you during your recruitment?
- Yes
- No
- May be
1.
2. Do you get along well with your teammates and colleagues?
- Yes
- No
- Maybe
1.
3. Do you believe employees equal growth opportunities in this organization
- Yes
- No
- Maybe
8. Findings and Discussion
About 50% of those surveyed said the production sector sees more changes, while 43% said the marketing sector sees more changes than the manufacturing sector. On the other hand, 7% of those surveyed felt that the HR industry is experiencing more significant changes due to transformation. Over half of those polled expressed worry that economic opportunity had diminished their business's ability to stand out from the crowd. On the other hand, 48% of the interviewees disagreed. All 31 respondents said that they were unsure about the answer to this question. In some instances, 21 % of respondents agree that a company's uniqueness is not affected by the restructuring. Respondents were asked whether the company's expansion is being aided by its worldwide reach. About 59% of those questioned agreed and said that the company's growth rate had been boosted by HR planning. However, just around 22 percent of the interviews resulted in progress, indicating that the pace of change is not very high. Conversely, 19% of those polled believed that the growth rate might both rise and decrease owing to a variety of factors.
Recommendations
A variety of outcomes are possible when hr planning in the Workplace is given a boost. However, HR planning may become a source of problems by introducing new ideas and strategies. If you want to keep up with the ever-changing expectations of your customers, make sure you have the right talents at the right time and in the correct location.
Reset your employee experience in a digital and remote business by leading people genuinely and with compassion.
Large-scale training and development workshops for employee upskilling and re-skilling. A social media calendar for employees to use to promote your brand. To reinforce the company culture, you wish, do employee engagement events. Progress and eventual aims of change announced/communicated by C-level executives. (Redirect Notice, 2022)
9. Conclusion
This study focuses on human resources management in the workplace. Hr planning refers to enhancing the workforce's skills and talents, or the quality and kind of talent, to keep up with the company's business strategy. (Redirect Notice, 2022). The most outspoken and prominent employees may be effective supporters and catalysts for the adoption of new workplace practices and technology, so encourage them to participate in Hy planning by rewarding their actions. Keep an eye on HR initiatives and make necessary adjustments to address problems that arise throughout the transition. As a result, employment transitions may be both useful and detrimental. Many components of this study are influenced by the project's objectives and goals. (Thread, 2022)
References
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