Evaluating Human Resource Planning's Influence on HR Strategies: HRM

This essay explores the significant impact of Human Resource Planning (HRP) on modern HR strategies, focusing on employee engagement and talent management within the context of Human Resource Management (HRM). The essay defines HR strategy as a long-term plan for achieving human resource and capital management objectives. It emphasizes HRP's role in aligning organizational goals with available resources, particularly human talent. The discussion highlights the importance of HRP in anticipating future skill requirements, attracting the right talent, and guiding training and development initiatives. Furthermore, the essay analyzes employee engagement and talent management as critical drivers of successful HR strategy implementation, emphasizing their symbiotic relationship with HRP. The essay concludes that effective HR strategies depend on HRP, talent management, and employee engagement, advocating for organizational alignment across finance, technology, and human resources to ensure successful strategy formulation and implementation.

Running Head: HRM
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Human Resource Planning
HRM: Human Resource Planning
(Student Details: )
1/18/2020

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Contents
Introduction................................................................................................................................2
Human Resource Planning.........................................................................................................2
Conclusion..................................................................................................................................2
References..................................................................................................................................3

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Introduction
The discussion is based on evaluating how Human Resource Planning (HRP) influences
modern HR strategies. In doing so, the research will focus on analysing employee
engagement as well as talent management in the context of Human Resource Management
(HRM). In general, HR strategy can be referred to as a long duration plan which is typically
created for achieving objectives in the context of human resources as well as human capital
management in an organization (Noe, et. al., 2017).
Human Resource Planning
While talking about HRP for effective HR strategies, it has been found that HR strategy is
one of the outcomes of strategic management in HRM. In this era, businesses are categorized
according to 3 major resource categories include people, finance and technology. Thus, to
achieve organizational goals, HRP is essential; it is a process of figuring out the long-term
goals with the help of organizational resources (Noe, et. al., 2017). Human resource planning
plays a key role while implementing HR strategies into organizations. It is because human
talent is the main resource which creates a direct link in between human resource and
strategic planning. They both are a complement to each other hence neither one can ever
survive without the other (Bratton and Gold, 2012b).
It is worth knowing that HRP has the purpose of looking into the future and then decide what
knowledge, skills as well as competencies the business will require in the next 1, 2 or 5 years’
time for meeting their strategic goals. It can be explained as one of the key objectives of HRP
is to quest into the talent pipeline irrespective of the mission of the organization. While
preparing HR strategies as well as implementing them, HRP helps to decide how businesses
can attract the correct kind of humans in the correct numbers. In addition to that, HRP always
impacts HR strategies in a positive manner as it assists to decide about training and
development for current employees for further closing the knowledge gaps (Bratton and
Gold, 2012).
Moreover, there are two key drivers of successful HR strategy implementation include
employee engagement and talent management. With the help of employee engagement, an
organization evolves a healthy work environment to motivate employees towards hard-work
and excellence in their daily work responsibilities (Buller and McEvoy, 2012). Moreover, it

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also keeps people healthy both physically and mentally which boosts an organization’s
overall growth. Furthermore, talent management is the way to anticipate needed human
capital for a company as well as the planning for meeting those human resource needs. In this
way, HRP and HR strategies are having a symbiotic relationship where every function is
totally dependent on each other (Bratton and Gold, 2012a).
Conclusion
In whole, Human Resource Planning is essential for executing successful HR strategies. It is
found that HR strategies cannot be finalized unless the supporting talent strategies are in
place from HRM. Likewise, human resource planning cannot be finalized if the long duration
goals are clear in the context of any organization. Thus, organizations should always achieve
alignment amid the finance, technology and human resources of their business for the
effective formulation and implementation of HR strategies as an integrative business activity.

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References
Bratton J. and Gold J. (2012a). Human resource management: theory and practice. 5th ed.
New York: Palgrave Macmillan.
Bratton, J. and Gold, J. (2012b). HRM as I see it: video interviews with HR practitioners:
Sarah Myers [Video, online]. Available from: http://www.palgrave.com/companion/Bratton-
And-Gold-Human-Resource-Management/student-zone/HRM-as-I-see-it-videos/ (Accessed:
6 September 2016).
Buller, P.F. and McEvoy, G.M. (2012). ‘Strategy, human resource management and
performance. Sharpening line of sight’, Human Resource Management Review, 22 (1), pp.
43-56.
Noe, et. al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.