Human Resource Planning: Strategic Recruitment, Training & Challenges

This essay provides a comprehensive overview of human resource planning, focusing on strategic measures for recruitment, selection, and training within organizations. It highlights the crucial role of human resource managers in understanding workforce requirements, anticipating changes, and developing strategies to address challenges and achieve organizational goals. The essay delves into training planning, emphasizing the importance of diverse learning styles, interactive programs, technology adaptation, and skill gap identification. Furthermore, it explores motivational programs tailored for the healthcare sector, emphasizing recognition, interconnectedness, and a sound organizational culture. Finally, the essay addresses the challenges faced by healthcare organizations, including rising costs, regulations, and ethical considerations. Desklib offers this essay and a wealth of other resources to support students in their academic pursuits.

Running head: HUMAN RESOURCE PLANNING
HUMAN RESOURCE PLANNING
Name of the University:
Name of the Student:
Author Note:

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Human Resource:
The term Human Resource has become common in all the workplaces, which
essentially refers to the system of managing the workforce of an organization in a systematic
and structured manner. It also refers to the process of managing the employee relationships in
the workplace. Therefore, the human resource management essentially deals with the
recruiting staff, retaining the staff, managing the office setting, deciding upon the pays and
the other benefits provided to the employees, managing the office culture, changing the
management structure and the office setting as per the requirements, managing the
performances and motivations of the employees and also managing and keeping track of the
office activities regarding all aspects (Noe et al.). Therefore, in the following essay the
measures or steps related to the roles of human resource managers, regarding the planning,
recruiting, selecting and interviewing the candidates will be illustrated and based on that a
strategic planning has been forwarded in the same.
Measures Included in the System of Human Resource Planning:
Human resource planning refers to the process of foretelling and determining the
requirements of the organizations and focusing upon the management planning in order to
manage the employees of the organization in order to meet the requirements of the
organization. Therefore, it aims to manage the economic conditionings of the organization.
The human resource planning system helps the organization to determine the organization’s
focus areas and further plan on how to deal with the challenging situations that are rise during
the implementation of the planning process (Casico). It is a very difficult process which
needs proper strategies to conduct. Therefore, following are some of the strategies that are
included in the organizations by the human resource teams to deal with the problem
situations.

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 Firstly, the Human resource managers must understand and determine the
requirements of the workforce of the organization.
 The human resource team must be able to anticipate the following changes that may
occur or arise contextually, and must be adept to deal with the changes.
 The human resource management team must be abler to deal with the expanding
workforce and must be adept to understand the requirements of the organizations
regarding the employees, to be hired, and must focus on the advancement of abilities
or skills of the current workforce of the organization.
 The human resource team must also be able to understand the challenging that may be
posed to the organization in the future and they must also chalk out plans that can
govern or deal with those challenges.
 The human resource team must also consider the goals and aims of the organizations
in order to develop the strategies that will prove to be potential to reach to the goals
and aims. The management team must also understand the requirements of the
organization while in time of hiring the employees and find employees who are
competent enough and will prove to be potential and effective in the long run for the
development of the organization.
 The human resource team must also take into consideration the organizational goals
and aims and the potential of the organization as a whole while planning or
developing the economic strategies (Armstrong and Taylor).
Therefore, the human resource management team, thus, help the organization to develop
strategies which will provide the organization a sustainable approach to address all the
hindrances that may emerge in the process of actualising the goals. Therefore the steps that
are taken or must be followed by the human resource teams are, as according to Flynn et al.,

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 Assessing the human resource availability in the organization and also to incur upon
the potential strengths and weaknesses of the same.
 The human resource team must also analyse the demands that may occur within the
resource management team in order to deal with the growing requirements of the
organization with its expansion. Also it must be able to forecast the future
requirements in order to deal with the challenging situations.
 The human resource management team must also focus upon assessing the future
needs and demands of the organization as a whole, and the requirements which are to
be included in order to deal with such requirements.
 The human resource team must also focus upon developing strategies and develop
planning for implementing those strategies in the organization to account the issues,
requirements, goals and aims of the organization.
Training Planning:
One of the pivotal role of the human resource management team is to train the new
recruits or staffs of the organization to make them understand the goals and requirements of
the organization. Therefore, in order to do that, the resource management team of the
healthcare organizations have taken certain training and development programs. These are, as
according to Lorden et al.,
Using different learning styles:
In the healthcare program learning materials and learning sessions have been
observed to be an essential part and have proved to be useful. The staffs are provided with
verbal and visual learning sessions. They are also provided with practical sessions, whereby
they use whatever they are taught. In certain cases they are also provided with learning
materials. Training programs also help the organizations to focus upon making the staff of the

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same to be adept to account the multicultural situations of the organizations. As the
healthcare organizations of the present day experience staff from all over the world,
therefore, it is essential for the employees to be comfortable with the metalinguistic
situations. The employees are also provided with trainings to make enable them to be adept
with dealing with emergency situations, which is, again an essential for the healthcare
organizations.
Interactive Programs:
The training programs that the resource team must include should be interactive in
orientation. The staff should be put into more group works and group activities, as a
comprehensive and group approach is important for the employees of the healthcare
organizations.
Adapting technologies:
The employees of the health care organizations should be provided with training with
technological tools. It is another need in the healthcare organizations, as the hospital of the
recent times are much more technology oriented, and some of these technologies are much
complicated. Therefore, the new staff of the healthcare organizations must be provided with
training regarding the usage and handling of the tools.
Identifying the skill gaps:
This should be done by the resource management teams. The resource management
team must put focus upon identifying the gaps in the skills of the staffs of the organization,
this is indeed important in order to understand the potential of the employees, so that they can
be provided with relative skill management processes to advance their skills.

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Skill advanced:
The training program should also focus upon empowering the staff to deal with the
changing situations, as well as the emergency situations. The employees or the staff of the
healthcare organization must be taught the ways to deal with an emergency situation, and the
changing situations in the organization. Changing situations refer to the patient party
handling and political situations that often arise within the healthcare organizations.
Employee Demands:
The training management process in the organization must also entail upon delivering
the new staffs of the organization with the learnings of how to be adapt with the multiple
responsibilities that the employees will be faced with in changing times. It is important, as it
is seen that the employees of the organization must be aware of the situations that they can be
faced with, in order to address them with proper measures.
Motivational programs for the employees:
Since, the healthcare sector is an unusual sector therefore, the motivational programs that
must be practiced in this sector, should also be different. There are primarily three ways to
motivate the employees of the healthcare organizations.
 Firstly, recognition is observed as an important tool to motivate the employees of the
organization. Since, the situations that the people are to deal with are quite different
and rigorous than the other sectors, therefore, the employees must be recognised and
appreciated for their work.
 Secondly, the employees must be known of the fact that the jobs that they are to do
are connected with the functions of other employees. This will make the employees to
understand the urgency of their tasks and they will perform better.

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 Thirdly, the organization must practice a sound culture within the organizational set
up. It is very essential as the employees continuously work under certain pressure as
they deal with many patients a day. Therefore, a sound organizational culture is very
important (Shea et al.)
Challenges:
The challenges that the healthcare organizations are essentially face with are, as
according to Carayon et al.,
o Rising costs of the surgeries and other tests as well and the hospital costs.
o Regulation within the organization, as the segmentation of work is heightened within
the organizational structure.
o Ethical challenges are another aspect that the modern day healthcare organizations are
faced with, and such situation of unethical practices are now highlighted in the news
section which essentially harms the image and position of the organization.

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Appendix:
Recognition
Organizational
culture
Motivation
Connected
works

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References:
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
management practice. Kogan Page Publishers, 2014.
Carayon, Pascale, et al. "Human factors systems approach to healthcare quality and patient
safety." Applied ergonomics45.1 (2014): 14-25.
Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
Flynn, Walter J., et al. Healthcare human resource management. Nelson Education, 2015.
Lorden, Andrea L., et al. "Measures of success: The role of human factors in lean
implementation in healthcare." Quality Management Journal 21.3 (2014): 26-37.
Noe, Raymond A., et al. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education, 2017.
Shea, Christopher M., et al. "Organizational readiness for implementing change: a
psychometric assessment of a new measure." Implementation Science 9.1
(2014): 7.