HR planning is crucial for organizations to recruit, train, and retain their workforce, as well as develop succession strategies and contingency plans. It also helps manage workforce training and certification, and prepares for the departure of key leaders.
Very few modern organizations of any size can expect to be consistently successful without careful attention to planning, especially in the area of HR (HR). A firm can use HR planning to help recruit and train its workforce and develop retention strategies to protect that workforce from encroachment by competitors. HR planning can also develop comprehensive succession strategies, guaranteeing against vacancies – anticipated or not – in key positions.
The traditional understanding of an enterprise’s Human Resources function is that it manages the hiring process and manages the administrative details related to the employment of workers, such as payroll preparation, since payroll taxes and insurance premiums are paid on time , and so on. All of these functions are best performed in an environment where planning is a critical aspect of organizational life. Even simple things like rearranging your workflow to accommodate the holidays, for example, are best accomplished with proper planning. One of the major benefits of HR planning, therefore, is the establishment of a routine for performing all identified tasks and contingency plans for dealing with anticipated and unforeseen disruptions.
Smooth management of an organization’s workforce is another of the benefits of human resource planning. When planning increases in production levels in manufacturing environments, for example, including Human Resources in those planning sessions will ensure sufficient manpower is available. Should circumstances dictate a reduction in the workforce, proper downsizing planning can limit the negative impact on remaining worker morale and production as a result of cuts.
Workforce management isn’t limited to recruiting and downsizing, though. There are many different areas in which a workforce needs to be trained, from essential health and safety concepts, to the specifics of the jobs they are assigned. Many workers must be certified to do their job, and the certification must be kept up to date with continuing education. Additionally, many organizations also take the initiative to train their management teams on issues of contemporary concern, such as avoiding unlawful harassment in the workplace. Keeping the training of workers and management up to date is another benefit of HR planning.
Many organizations rely on the leadership of highly experienced managers and executives in several critical areas, but have no plans for the departure of these leaders. It is a fact that nobody is irreplaceable; some are harder to replace, though. Succession planning is having a strategy ready to implement in case a key leader needs to be replaced. This is not limited to just finding a suitable replacement, but includes identifying each key leader’s responsibilities and completing them as the replacement is sought. Keeping the organization running smoothly when a key leader departs, therefore, is another benefit of HR planning.
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