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What Are the Best Tips for Human Resources Planning?

Esther Ejim
By
Updated: May 17, 2024

Human resources is the department within an organization exclusively dedicated to the needs and welfare of the employees. In addition to the identified needs of the organization in relation to employees, the best tips for human resources planning would be one that encompasses the two aspects of human resources. The two factors to consider during the process of human resources planning include the development of a human resources master plan that aligns with the corporate goals and vision of the organization, and the analysis of the goal with a view to discovering the employee or human capital needs of the company. A comprehensive human resources planning would identify the present human capital needs of the organization as well as the possible future human capital needs. It would also develop a standard for testing, training and other forms of personal development for the employees in the organization.

Human resources planning must necessarily include the development of a plan that does not contradict the goals of the organization. For example, if the plan of the company is to have the best and brightest employees in the labor market in order to pursue a plan of excellence, the human resource plan for the recruitment of employees would take this into consideration. Where the goals of the company further narrows the scope of employees down to a certain age group, the human resource department would also do well to take this into consideration. If a company decides to hire only the top three students in related fields who are under a stated age, part of the human resource planning would include provisions to go to shortlisted schools and offer such identified candidates employment even before they graduate. This might also include other plans targeted toward attracting these candidates if they have already been offered employment elsewhere.

Another pertinent aspect of human resources planning is the development of a system for the assessment of prospective employees. This would include features like tests, oral interview questions, health checks, background checks, and other forms of criteria for employment. They would also be responsible for the training of employees, including the provision of any necessary material to facilitate the training. Human resource planning involves the development of plans for the further development of employees, including workshops, sponsored educational trips, and seminars. The department would also have to develop an incentives plan to act as a source of motivation for the various employees.

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Esther Ejim
By Esther Ejim
Esther Ejim, a visionary leader and humanitarian, uses her writing to promote positive change. As the founder and executive director of a charitable organization, she actively encourages the well-being of vulnerable populations through her compelling storytelling. Esther's writing draws from her diverse leadership roles, business experiences, and educational background, helping her to create impactful content.
Discussion Comments
By hamje32 — On Nov 20, 2011

@SkyWhisperer - I wish we had a training system in place in our workplace. Our human resources planning system for training is called “sink or swim.”

We’re a small business, so I understand why I hear the constant refrain that the business doesn’t have time to train the employees. But lack of training only increases frustration levels among employees. At least that’s what it has done in my case.

I survived, of course, by training myself, building a knowledge base, digging through documentation and so forth. I guess I could say that I developed professionally in the process.

Still, the steps that I took could easily have been codified and used to develop an employee wide training system. I believe that if you don’t train, then you will keep hiring new employees to replace the old employees who feel like they can’t keep up with what is expected of them. It’s an endless cycle.

By SkyWhisperer — On Nov 19, 2011

@allenJo - That’s a good point, but I think there are obvious scenarios where age is important. If a company is hiring the best and brightest college graduates, then obviously they are looking at newcomers to the workforce who need training.

I have a niece who was hired by a national beverage company, and the company used a campus recruitment program to hire her. Obviously they wanted young people.

There’s nothing wrong with that, in my opinion. It was fast track to management program and they wanted somebody that they could train to serve as assistant manager to their operations in a year or so.

In hiring someone fresh out of college, they could instill the company’s core values and management philosophy, whereas someone with extensive prior management experience might have had to unlearn what they knew, in my opinion.

By allenJo — On Nov 19, 2011

The article mentions different goals of the human resource planning system, and cites choosing employees only within a certain age group as an example.

While in fact this may be a goal – for whatever reasons – I think in most cases that would be classified as age discrimination and could be grounds for a lawsuit.

Of course, I realize that companies don’t have to let on that they are looking at age as a criterion if it’s important to them. They can tell by the dates of your college graduation or when you come in for an interview what your age is, more or less.

Like I said, they may have their reasons for using it in their litmus test of prospective candidates, but they need to tread carefully in my opinion.

Esther Ejim
Esther Ejim
Esther Ejim, a visionary leader and humanitarian, uses her writing to promote positive change. As the founder and...
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