Human resource planning supporting promotion and training

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In the current essay I would like to consider the purpose of human resource planning and how it can support STL. To begin with it can be said that aging of population in developed countries and increasing demand for skilled workers in developing countries stressed the importance of effective human resources planning. It should be noted that human resource planning process defines the current and future human resources necessary for the organization to achieve its goals. Human resources planning should serve as a link between human resources and the overall strategic plan for the organization. 

However, planning processes not only to determine what will be achieved within a certain period, but also mention the number and types of human resources that will be needed to achieve specific business objectives. Competence-based management is necessary to achieve the vision, mission and business objectives of the company. Target human resources strategies, plans and programs should address the gaps in the company's business activity (e.g. hiring/staffing, training, career development, succession, etc.). These strategies and monitoring and evaluation program on a regular basis should ensure that the company moves in the right direction, including the elimination of employee competence gaps, and made corrections, which are extremely important. 

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It can be said that there are following stages of human resource planning implementation. The following steps are proposed for implementation of medium and large organizations offering credentials to support the strategic human resources planning. Firstly,

create a competency dictionary of architecture and competencies that will support strategic workforce planning. For each group, for the profiling, to determine the role and career streams for identifying current and future needs for human resources. Determine how competencies will be integrated with existing HR planning process and systems (e.g. human resources management information systems, other software tools such as forecasting models). Secondly,

build or reconstruct HR planning tools, templates and processes include elements as defined in the first step. Training of managers and/or contribute to the corporate HR planning process and continuous monitoring and improvement of processes, tools and systems to support HR Planning.

It should be noted that creating a common vocabulary of competencies and architecture is essential for the successful exercise of authority throughout the organization. The maintenance of this overall architecture is important for ensuring that all human resource management applications are fully integrated and the organization can achieve maximum efficiency. It is important, therefore, to determine the organizational group responsible for maintaining competency dictionary and architecture on an ongoing basis. 

Also, it should be mentioned that Human Resource information management infrastructure has to have following structure. As a fact, latest survey noted that the talent management are not necessarily produce the desired results and return on investment for the main part, because the organization does not invest in talent management software systems and infrastructure to facilitate full and effective implementation. To get the maximum benefit from the CBM, the organization must have a human resources management system and online tools and processes that will support many of the recommendations contained in this document. Moreover, extremely important is governance and accountability structure of the organization. Organizations that are effectively realized in the corporate-wide competence have ensured that there are appropriate project management, governance and accountability in order to support development, maintenance and revision/updating of professional skills to meet changing requirements. 

In this part of the essay I would like to provide my own vision of the human resources plan, based on recruitment requirements for the technical engineers. I presume, that human resources plan should have following structure: 

Step 1: Creation of a common vocabulary of competencies and architecture of technical engineers and support the competency profile within the organization. It is essential on this step to make sure that the internal (external and, if necessary, such as consulting services) of the project resources and framework to support the development of competencies and their realization in the planned applications. Also, review and establish a management structure and accountability for implementation and maintenance of CBM within the organization. Communicate the importance and benefits of competence-based technical engineers to the organization. Moreover, determine the infrastructure and system requirements for full implementation of human resources information management systems, and other online tools needed to support different applications CBM). Implementation of competencies in the production of-way to demonstrate the advantages and create buy-in (for example, only the profiles for the group developed quickly and decisively in the low-risk high efficiency of the planned application for a group). In addition I would like to use the community success stories of technical engineers as a qualification achieved. 

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Step 2: The development, revision/updating of competencies in line with changing requirements. Also, monitoring and evaluation of applications, so that they meet organizational needs with the aim to find qualified technical engineer with developed communication skills and adjust the programs/plans, if necessary, to meet changing needs of the company.

To sum it up I would like to say that, in my opinion, human resources planning is extremely important and is essential to any successful company. Moreover, such world's tendencies as aging of population in developed countries and increasing demand for skilled workers in developing countries stressed the importance of effective human resources planning. It should be noted that human resource planning process defines the current and future human resources necessary for the organization to achieve its goals. Human resources planning should serve as a link between human resources and the overall strategic plan for the organization. 

It can be said that there are following stages of human resource planning implementation. Firstly, create a competency dictionary of architecture and competencies that will support strategic workforce planning. For each group, for the profiling, to determine the role and career streams for identifying current and future needs for human resources. Determine how competencies will be integrated with existing HR planning process and systems. Secondly, build or reconstruct HR planning tools, templates and processes include elements as defined in the first step. Training of managers and/or contribute to the corporate HR planning process and continuous monitoring and improvement of processes, tools and systems to support HR Planning.