Assignment on Human Resource Planning (Doc)

Human Resource Planning.
This is the process of analyzing an organization's current and future human resource needs in
order to fulfill its goals. Its major objective is to serve as a connection between HR management
and the strategic planning of the business. It includes having an employer brand, a retention
strategy, a people management strategy, a selection strategy, and flexibility methods.
Identification of HR requirements
This component is closely related to the strategic strategy in many ways. Was the
company's future growth or collapse predicted? It's unclear how this will affect the staff.
What are the current business and financial conditions? What do you estimate your sales to
be in the coming year? The number of employees required by the firm is calculated in the
first part of the Human Resource Plan. This step includes an examination of the company's
operations during the preceding year. The following questions should be asked next:

• Did the firm recruit an appropriate number of employees?
• Did the company have to employ individuals at the last minute?
• What is the existing employees' level of training and experience?
• What skills do workers need to acquire in order to stay up with technological advances?
• Which workers are set to retire soon? Is there a strategy in place to replace them?
• What are the company's sales projections? Is it possible that their presence will have an
impact on the recruiting process?
Determination of the recruitment approach.
After developing a strategy, organizations should write it down so that they can recruit the right
individuals at the right time.
In the field of recruiting, HR managers have a great deal of responsibility. This aspect of the
strategy should be addressed seriously by the firm, as one of the most difficult challenges in the
field of recruiting is determining how many people to hire, what abilities they require, and how
to attract them at the right time.
Personality, attitude, and physical fitness should all be considered while applying for a job. If
the company is trying to hire for a certain role, it may use social networking platforms or
traditional online ads.
Employees that refer specialists to the firm will receive a bonus. Whatever the organization's
recruitment strategy, it is critical to remember that the process must be fair and equitable. The
importance of diversity in recruiting must also be considered.
Acquisition of talents.
According to the American Management Association, talent acquisition is the process of
identifying, obtaining, assessing, and hiring qualified persons for occupations that are required
to meet company objectives and project objectives. Furthermore, it ensures that freshly
acquired employees are successfully and quickly acclimated to the firm, allowing the
organization to realize the benefits of their talents as soon as possible and entirely. A company
can hire the best employees if it has a good hiring strategy in place. A significant component of
this strategy includes purchasing, retaining, or donating an organization's financial and

technological capabilities while focusing on its strategic competences. [ CITATION Noe17 \l
1033 ]
Employment strategy assists a company in developing its talents and intellectual resources,
which drive its execution plan. Aids businesses in achieving long-term goals in a short period of
time. Because training costs are unlikely to be recouped when a new employee departs
unexpectedly, focusing on filling open positions as soon as possible is a wise financial option for
a firm with a high turnover rate. It is critical for leaders to have some level of expertise with a
variety of circumstances in order to select the ideal employee who will stay for an extended
period of time in a low turnover business.
Strategic talent management is critical for companies that wish to outperform their
competitors. Business leaders use a variety of technology, like as analytics or diagnostic tools,
to move beyond generalities and into a more in-depth analysis of performance workforce
variables (Kutik,2014). Successful organizations benefit from a strategic people management
strategy that, among other things, allows for fast training and retraining of personnel based on
company needs, offers opportunities for real-time collaboration, and delivers superior analytics
tools to help the workforce.
Employee recruitment
The selection process consists of the phases of interviewing and hiring. If you are interested in
collaborating with us, please contact us at [email protected]. When recruiting new managers,
keep the following cost-influencing factors in mind:
• Expenses associated with interviewing applicants.
• Potential travel expenditures for recruiters or new hires.
• Potential relocation costs for new workers.
• Increased unemployment insurance expenses.
• Additional 401(k), payroll, bookkeeping, etc.
• The time it takes to evaluate CVs.
• The time allotted for interviewing applicants.
• Additional accounting for government entities.