HR Planning Report: Analyzing Issues, Concepts, and Recommendations

This report examines the critical role of HR planning within organizations, emphasizing its significance in aligning human resources with strategic goals. It defines HR functions as essential organizational practices, highlighting the importance of skilled HR managers. The report outlines the HR planning process, detailing its continuous nature and the need for proactive talent acquisition. It explores the relevance of HR in various organizational contexts, including strategic planning, wages and salaries, and benefits analysis. The report identifies key issues such as compliance with laws, management changes, and workforce training, along with potential solutions. The conclusion stresses the need for continuous improvement in HR strategies, including assessing current HR capacity, creating employee development plans, and implementing effective retention programs. The report provides valuable insights into HR planning, its impact on business growth, and the importance of adapting to new strategies.

HR PLANNING

Define topic
 HR functions are the most essential practices of any organizations. Every or each
organization hire potential, trained, skilled, talented human resource manager who well
attain the all task and accomplish the organizational goals.
 Besides that, Human resource planning determines the movement of the organization
from the present human resource position to the anticipated one.
 HR planning is the systematic process which assures the right kind of people at proper
place. However, it is the continuous process of HR planning to searching for new talent
to perform business task.
 HR planning has to be implemented in a way that helps to lead improvement in
productivity and helps in retaining the productive employees as well as company goals.
 Effective planning always ensures the good outcomes with proper skills or abilities of
employees.
 HR planning aim is for long term, short term or medium term based on the priorities.

Explains the relevance in HR and organizations.
 HR human resources is important to organizations in myriad areas, ranging from
strategic planning to company image.
 HR is important for the organization as it helps to maintained the proper discipline and
enhance the employees abilities and strength as well. It is a higher relevance in HR and
organizations in different context.
 It is a very useful and managing tool that makes the study more comfortable and
growing. HR responsible for some practices within the organizations like develop a
strategic plans, wages and salaries, analysing benefits, safety and risk management, etc.
 There are given some reasons through which it define that how much HR planning and
HR functions are important for the organization.

TO BE CONTINUED
Strategic Management
 HR improves the company bottom line with its knowledge of how human capital affects
organizational success.
 Experienced leaders of HR helps to make decision making process in regards of current
staffing assessments and projections for future workforce needs based on business
demand.
Wages and Salaries
 In HR planning HR manager also responsible to set the wages and salaries to be more
competitive and effectively done in an better manner.
 This is the another most important function under which it maintained the correct
purpose and goals to be performed.
 HR manager responsible to conduct practices of extensive wages and salary to be
considered the most effective learning task.

TO BE CONTINUED
Analysing the benefits
 Benefits specialist can reduce the company costs associated with turnover, attrition and
hiring replacement workers.
 HR manager responsible to manage and set the employee wages and salaries as
according to the employee skills and qualification process.
 They conduct extensive wages and salary surveys which maintained and compensate
costs in line with the organizations which current financial status and projected revenue
is same and constant.

Identifying and discuss key issues, concepts and theories.
 Human resource planning is the chronological process to accomplish the organization
aims and objectives.
 The basic elements that ensured by the HR planning are to attract potential employees,
to trained employees, to cope with absences and deal with conflict issues and promote
good talent.
 Meanwhile there are some issues faced by the HR managers which creates imbalance
between the planning and objectives such as given below:

TO BE CONTINUED
Key issues
Compliance with Laws and Regulations
Keeping in mind about the latest laws and regulation is very much necessary for HR
manager while preparing HR plan. Keeping up with changing employment laws is a
struggle for business owners. However, the new business task must be according to the
business which is essential for the business to be managed properly. Sometimes legal
constraints affect the overall company HT planning.
Management Changes
Management changes are dynamic and rapidly change as according to the external business
environment. Under this situations all employees will not able to resist change and cope
up with accordingly. Such issues create problems and issue for the businesses.

TO BE CONTINUED
Workforce Training and Developmental
 Investing in the training and development of lower and level employees is another most
effective and common issue found in HR process.
 These kinds of issue creates due to lack of resources and support from the upper
department.
 Employees on the front on the front lines are some of the best hardest workers and may
not have the time to take a training course.

Conclusion and Recommendation.
 As per the discussed models or information in the context of HR planning it involves
various kinds of development channel that enhance the possibilities of new growth and
make the best strategies and plan for HR plan.
 However, in order to improvise HR plan organizations should have always need to
upgrade their knowledge and strategies with new tactics such as given below:

TO BE CONTINUED
Access the Current HR capacity
 This is the strategy or way through company could make productive HR planning.
 This way of performing the HR planning with new process and with the current
knowledge of staff development.
 In other words, HR manager should always conduct study on the basis of new process of
performing ideas. It is necessary to acquire moves and understand the talent which
already have a big impact on the functions.
 Tesco can also use some technique or way to upgrade current knowledge through new
recruited employees and should always take feedback from employees to gathered more
updated knowledge. Along with that, it better helps to understand the objective and
goals in the best possible manner.

TO BE CONTINUED
Create employee development plans
This is the another process which makes the things more clear and allowing the best
outcomes. Hiring new and productive employees is the best way to attract new and
productive employees in the best possible manner.
Retention programs
Retention programs is the another best way to make the productive HR planning. Retention
employees is the difficult because of the other employment opportunities that may attract
them more attractive. To retained productive employees is the best way to develop a HR
plan with high potential manner. For that, Tesco can also give some rewards, advancement,
growth possibilities to employees etc. such practices can help company to improvise the
HR planning and also could get the excellent outcomes as well.

CONCLUSION
 On the basis of above presentation slides it has been concluded that how much HR
planning impact the overall business organization.
 Besides, study also concluded the concept or the importance of HR planning which has
to be look forward the business task and following different results.
 Also research explained the theories of HR planning and analysed the role of HR
planning in the development of business growth.
 Presentation also concluded the recommendation strategies required for HR planning.

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