Individual Assignment 1: Human Resources Planning

Name: Kee Ten Heang

Matrics number: D20191090300

Course: Human Resources Management

Course code: PPB3243

Lecturer: Dr. Raja Muhamad Yusof bin Raja Aziz

No. Content Page

Human resources planning is defined as an unending continuous process of systematic planning

to achieve optimal use of an organization’s most valuable asset its human resources. The

objective of human resource planning is to make sure the best fit between employees and jobs

while avoiding staff shortages or surpluses. It involves predicting and planning for the

acquisition, retaining, improvement and utilization of human resource. Planning is very

important part of any activity in organization, so every decision need its own set of plans as there

is a saying that “if you plan to fail, you plan to fail”, process is the analysis of exiting workforce,

the forecasted manpower, the development training, skills, abilities and capabilities (Abdul

Waheed, Miao Xiaoming, Jawad Karamat, Salma Waheed, 2016). Human resource planning

identifies current and future human resources needs so that an organization may achieve its

goals. It is further emphasized that, human resource planning should serve as a link between

human resource management and the overall strategic plan of an organization. According to

Reilly (2003), asserted that human resource planning practices enable a firm to estimate the

demand for labour and evaluate the size, nature, and sources of supply which will essentially be

required to meet the demand. Human resource planning practices include strategies on employee

retention, absence management, flexibility, talent management, and recruitment and selections.

Human resource planning also creates an employer’s brand.

Importance of Human Resource Planning

Human resource planning ensures that the organization has the right personnel, who are capable

of completing those tasks that help the organization to reach the objectives. Human resource

planning also links people management to organization’s mission, vision, goals and objective.

Human resource planning occupies an important place in successful human resource

towards the development of organization.

Human Resource Planning Process

Inventory Monitor,
Analysis Current Forecast Estimate Formulate Implement Control
Objective Human Demand Gaps Plan Plan and
Resource Feedback

Aligning human resource practices to strategic objectives is fundamental to an effective human

resources plan. In a perfect world, human resources management works hand in hand with other

top managers so there is a clear understanding of ultimate goals, and then they focus on the

human capital needed to meet the organization’s objective. Human resources plan encompasses

every part of the company from product development to sales and expansion plans. Then, use the

updated human resource information storage system to analyze the number of people your

organization currently employ, along with their skills, performance and potential. Once the

organization have enough internal employees to fill the job requirements or need to go for

external sources to get more personnels. Forecasting human resource demand involves

estimating the number of future employees with the right quality and quantity. Forecasting

demand is the most crucial part of human resource planning. If you have enough employees but

do not have the right skills, HR can use training and development to upgrade employee skill to
fill the gap. HR need to determine the action plan either recruit new employee or train the current

employee. With the plan, organization will invest time and money on plans that are shelved and

not utilized. Strictly monitoring progress helps identify sticking points in the plan and helps HR

to avoid making changes too quickly.

Job Analysis

As defined by Armstrong (2009) "job analysis is the process of collecting, analyzing, and setting

out information about the contents of jobs in order to provide the basic of job description". There

are 3 outcomes after job analysis process, which is job description, job specifications and job

evaluation. Job description outlines the job tasks, duties and responsibilities and serves as a guide

for the recruitment and selection process. Job specification deals with the personal aspects of the

job and education or qualification background, skills, knowledge and ability and other

characteristics associated with effective job performance. Job evaluation is a systematic

procedure to determine the relative worth of jobs. It determines which jobs are worth more to the

organization than others due to limited resources and budget. A proactive job analysis

contributes to personnel utilization by promoting positive job attitudes and work commitment.

Job analysis can be used to identify factors that shape workers’ motivation and job satisfaction.
Reference

1. Maina, D. K., & Kwasira, J. (2015). Role of human resource planning practices on

employee performance in county governments in Kenya: a case of Nakuru

county. International Journal of Economics, Commerce and Management, 3(5), 1569-

1580.

2. Edien, A. G. A. (2015). Effects of job analysis on personnel innovation. International

Journal of Business and Management Invention, 4(10), 9-18.

3. Waheed, A., Xiaoming, M., Karamat, J., & Waheed, S. (2016, October). Comparison of

Human Resource Planning and Job Analysis process in banking sector of Pakistan.

In 2016 Joint International Information Technology, Mechanical and Electronic

Engineering Conference. Atlantis Press.