Strategic Human Resource Planning

This article discusses the options available for strategic human resource planning, including attracting and recruiting skilled employees, providing training and rewarding candidates, and coping with absences and conflicts. It also explores the theoretical approaches to the development of corporate and business strategy and the link between business strategy and human resource management. The research emphasizes the importance of human resource management in supporting business strategies and improving organizational performance.

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STRATEGIC HUMAN RESOURCE PLANNING
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Introduction
The changes that are planned by the organizations are specifically based on the optimum
support of the stakeholders and the employees. In this relation, the Human Resource Planning
(HRP) process enables the HR managers in analyzing the present supply rate of labor in the
organization, forecasting demand of workforce and balancing the same. The strategic HRP
procedure enables an HR manager in an organization to developing a coherent understanding of
the labor based needs of the organization and the manner in which the same might be fulfilled.
Brewster (2017) noted that the strategic HRP process enables an organization in planning for
optimum utilization of workforce with the objective of achieving the common goals of the
venture. In this relation, the research will delineate the strategic HRP options that are made
available to the HR managers in an organization and the manner in which the same affects the
corporate and business level strategies of the venture. Moreover, the research will also examine
the link between business strategies and strategic HRM practices in an organization.
HRP options available to organisations
The strategic HRP options enables an organization in maintaining the balance between the
demand and supply of labour while operating in a market. In this relation, the research will
delineate the different options that are made available to the HR teams in organizations.
 Attracting and recruiting skilled employees: The HR managers in an organization holds
the responsibility of analyzing the market trends and labor supplies while forecasting on
the skill based needs of an organization (Brewster and Söderström 2017), In this relation,
the HR managers attract the potential candidates for employment in the organization
through alluring remuneration and amenities. The HRP operations clearly demonstrate
the techniques that are employed by the HR managers for attracting and recruiting skilled

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workforce with the objective of supporting the common objectives of the venture. Marler
and Parry (2016) stated that the different modifications in the organizational operation are
specifically based on the efficiency of the skilled workforce. The managers consult with
the operational heads for identifying the skill based needs (Ogunyomi and Bruning
2016). Again, the HRs conduct interviews with the potential and skilled candidates for
balancing the demand and supply of workforce in the organizational processes.
 Providing training to the candidates and Rewarding the best candidates: The training
and development programs that are held by the HR personnel in n organization is a part
of the HRP initiative. The training and development related operations enables an
organization in empowering the activities of the workforce through induction of specific
set of skills and technical knowledge. Johnson, Lukaszewski and Stone (2016) stated
induction of skills through training and development programs enables a HR in
maintaining the standard of the workforce planning procedure as per the needs of
achieving the common objectives of the venture. On the other hand, the reward and
recognition programs enables a HR in improving the retention of the workforce in their
respective roles for supporting the continuous flow of operations. Bagheri (2016) stated
that the retention of the skilled workforce contributes to the uninterrupted functioning of
the business processes as per the strategic needs of the venture. Therefore, in this relation,
the HR managers plan the reward and recognition initiatives with the objective of
motivating and empowering the employees through appreciating the initiatives that are
undertaken by the same.
 Cope with absences and deal with conflicts: The HR managers encounter the risk of
absences, due to illness or personal reasons, of some of the specialist members in the

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workforce which might hamper the all- day operations. Therefore, in this relation, the
HRP procedure enables an organizational HR in identifying the different risks and
thereby create compliance measures for avoiding situations that might affect the
uninterrupted functioning of the workforce. Becker and Smidt (2016) stated that the
different aspects of change in the organizational operations are related to the strategic
HR planning measures for avoiding risks that might affect organizational performance.
Therefore, HRP process the managers in avoiding risks related to absences through
recruitment of alternative skills that would support the organizational operations even
with the absence of a talent. On the other hand, the HRP also enables the managers in
building effective links of communication with the different employees with the objective
of identifying and resolving their issues for mitigating conflicts in the workforce.
Kasemsap (2016) opined that workforce related conflicts affects the performance and
growth of an organization while operating in the different markets. Therefore, in this
relation, the efficiency of the HRP processes enables an organization in optimizing its
performance.
Theoretical approaches to the development of corporate and business strategy
Strategies that are created by the organizations are reliant on the examination of the
position and the scope of improvement that is being faced by the venture after assessing the
pitfalls. Konrad, Yang and Maurer (2016) stated that the corporate level strategies of an
organization focuses on delineation of risks and the management of resources with the objective
of optimizing the operations of a venture. On the other hand, Karimi-Majd, Mahootchi and
Zakery (2017) opined that the business level strategies of an organization are specifically based
on the competitive advantage of the venture through the optimization of different strategic

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inputs. The development of the corporate level strategies of an organization aims at maximizing
the profitability through the uniqueness of operations through increased engagement of the
stakeholders in the business processes.
Moreover, Hamidi (2018) opined that the corporate strategies of an organization also
enables a venture in analysing, avoiding and mitigating the risks that are being confronted by the
business. Again, Langwell and Heaton (2016) stated that the business level strategies of an
organization critically examines the quality of the offering and the uniqueness of the same with
the objective of gaining a competitive position in the markets over the existing players. It might
be stated that both the strategies are linked to the performance of the workforce in an
organizational outset. The different changes that are planned by the organizations are based on
the exposition of the strategies in the organizational context.
The business level strategies are more workforce centric as the perfection of the business
offerings are linked to the performance and dedication of the workforce. Konrad, Yang and
Maurer (2016) stated that the unique propositions to the customers enables an organization in
increasing the bra value in the market, which is again a contribution of the corporate strategies.
On the other hand, Brewster (2017) opined that he unique propositions that are made by the
businesses are based on the contribution of the employees which is optimized through the
exposition of the business level strategies. The different modifications in the organizational
operations are specifically based on the strategic alignment of the business operations with the
common objectives of the venture. In this relation, the strategies are formed on the basis of
capabilities and competencies that are encountered by the businesses while operating in the
different markets.

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Brewster and Söderström (2017) stated that the balance between the corporate and the
business levels strategies of an organization permits the same in empowering the performance
and gaining a competitive edge. Therefore, it might be noted that the strategies enable an
organization in improving the performance while identifying the capabilities and competencies
of the same while conducting their operations in the different markets.
Link between business strategy and human resource management
The business level strategy of an organization enumerates the unique value proposition o
the customers for achieving a competitive edge in the markets. Strategies relating to cost
leadership and differentiation are the basic competitive strategies which is considered by a
business for gaining a competitive edge in the markets. Bagheri (2016) stated that the
competitive value propositions that are made by the businesses are reliant on the performance
and productivity of the workforce. In this relation, the workforce specifically contributes to the
quality of the propositions and innovativeness of the organization through their change readiness.
In most of the cases, it has been found that the workforce resist changes in the organizational
model or processes that restricts the unique proposition providing capacity of the organization.
Therefore, Human Resource management plays an important role in developing change readiness
among the employees. On the other hand, the innovative propositions of a business might be
restricted through the lack of skilled workforce.
The HR personnel of an organization considers the HRP for inducing skills in the
workforce and maintain the balance between the demand and supply of skilled labour for
contributing to the organizational performance in the markets. The business performance is
entirely based on the performance of the employees and their contribution. In this relation, the
HRM activities not only empowers the capabilities of the workforce but also induce change

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readiness for supporting the business excellence in the competitive markets (Hamidi 2018).
Therefore, it might be sated that HRM is an integral part of organizational management system
which greatly contributes to the establishment of the business level strategies for growth and
sustenance of a venture.
Conclusion
Therefore, from the above assessment it might be noted that the different strategies that
are formed by the organizations are supported by the HRP processes for improving the
engagement of the employees in the different process design. The competitive growth of
businesses are based on the business and corporate level strategies which are supported by the
HR initiatives. Therefore, the research enumerated the link between the business strategies and
the HRP or HR initiatives for improving the business performance.

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References
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