If successfully implemented, Human Resource Planning makes for the proper job description of each worker/employee and definition of their careers.It also makes them an integral part of an organization hence, they are able to pull off and harmonize their expectations and those of the organization (Suli, 2013).
Strategic organizational planning is related to Human resource planning in that both practices provides for the future of an organization.
It is the method of identifying where an organization wants to be and working towards achieving such vision through a systematic design and implementation of relevant steps.
The third element is the balance of supply and demand where a balance between the demand for employed and the supply is made and appropriate measure taken in case shortage or lack of manpower exists.
Human resource planning has become increasingly important as organizations and companies continue to seek relevance in a highly competitive market.
In reality, better results would be achieved by an organization that tends to integrate their human resource to the operations of the organization.
Human Resource Planning is one of the early steps in Human Resource Management it handles issues regarding an organization’s future human resource requirement, albeit this may not be evident at the moment, but it is a very vital step as it assures of an organization’s future and failure to take active steps in that direction may spell doom for any organization.An external analysis is also done to determine close competitors, market trends (opportunities and threats), technological changes and their impact in an organization, regulatory and legislative polices and frameworks in the operating environment and indeed other external factors and their influences on the organization.The information gathered in the above analysis are summarized and presented as a document for the human resource and/or organizational planning team to work on them.Strategic planning more precisely, is a process for setting future directions, a means to reduce risk, a vehicle for training managers and direct supports, a process for making strategic decisions, a way to develop consensus among managers and direct supports and a means to develop a written long-range plan.If properly designed, it can serve as a framework for decisions or for securing support/approval, provide a basis for more detailed planning, explain the business to others in order to inform, motivate & involve, assist benchmarking & performance monitoring, stimulate change and become a building block for the next plan.Human resource management deploys strategies and tact by human resource managers that ensures efficiency in the planning process.It is widely believed that an organization that hires employees who have enough qualifications accrues more profits in terms of quality and margin of produced products.The benefits of human resource planning are immense and cannot be overemphasized.It harmonizes an organization’s vision, mission and goals and objectives with its activities and provides for the future of any organization. Organizations must learn to constantly evaluate the performance of its employees and effectively too.Strategic planning presupposes that an organization examines the environment it is working and focus attention on the pressing problem and map effective problem solving strategies for those problems.Organizational strategic planning often involves the following steps: conducting and internal survey on the current standing of the organization, taking into consideration their strengths and weaknesses, financial performance, human resources, comparative advantage and limitations, corporate culture, current positioning in the markets and the general overview of the company.