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In daily life, planning is really important for people to achieve his goals. A target can be achieved by following a clearly plan. As for a business, its objective is survival in current rapidly changing environment, especially after the trend of globalisation. The labour market is complex and human as a one of the most important resource that organisation should have. Bill Gates is the CEO of the Microsoft, he believes that intelligent staffs are his most precious possession without his 20 staffs, the company is nothing special (Christopher, 2000). Hendry and Pettigrew (1986 cited in Legge, 2005, p.104) also point out "people are valued resource, a critical investment in organisation's current performance and future growth". It can be seen that having competent staff is really important for a business to succeed. It can be also said that a effective human resource planning is really vital for the business. This essay will discuss the human resource planning including the needs of the human resources and strategic objectives. To begin with, this essay will explain the definition of the human resource planning and compare the different between HR planning and traditional manpower planning. Secondly, it will introduce the concepts of "hard" and "soft" human resources planning. Thirdly, the arguments which against HR planning will be discussed.
Human resource planning have a long development precess. Many academicians have their own views of this field. The most common sense of the HR planning is that the organisation find a right person with the right skill in the right position. It is a also the concept of the manpower planning which is the original mold of the human resource planning. Traditional manpower planning concerns that the organisation as a factory, the employees who work in this organisation is like a instrument which can product goods. In recent years, the new approach of human resource planning is more humanization. Human resource planning is defined that "HR planning (HRP) is a process of assessing current HR capabilities and forecasting future labour supply and demand, to produce HR plans that will enable an organisation to achieve its strategic objectives"(Wilton, 2011, p.154). Put it in another way, human resources planning is a process which manager to predict and recognize the current and future requirement of the labor force, trying to balance the supply and demand of the labour market, and then the manager need to conduct a plan and put the plan into execution and finally achieve the target. Traditional manpower planning is
There are two type of human resource planning: hard human resource planning and soft human resource planning. Beardwell and Claydon (2010, p.4) states hard HR planning include some components of soft HR planing, and the soft HR plannig can also obtain the same outcomes as well as hard one. Hard HR planning is quantitative oriented. It concentrate on the result of the planning and its objective is to make maximum profits on business. The organisation which use the hard HR planning treat employees as a machinery, it ensure that the organisation have enough people to do the job and meet the requirements of the organisation's current demands. Under hard HR planning, people have a little communication and small delegation (Riley, 2012). Manager who is at the top level of the organisation have a power on the decision making while employees only have a little or no influence. This type of planning is really suits for autocratic leadership style. Soft HR planning is different from the hard HR planing. It is more focus on the employees' needs such as rewards, motivation, people belong. In hard HR planning, there were two way communication and employees can have influence on decision making process(Riley, 2012). Under this flatter orgaisational structure, company provide a comfortable work environment where people trust and respect to each other, at the same time, the organisation give the opportunities for employees to grow themselves. Soft HR planning is suitable for the participate leadership because it is more gentle than hard planning, it focus on the attitudes of employee and make the people more best fit for the company. It is hard to say that which kind of HR planning is suitable for a specific organisation because the environment of the organisation are all different.
Recently, people has noticed the importance of human resource planing, however, there are also some organisation do not use HR planning. There are three main reasons why the organisation against HR planing. Firstly, organisation may think that HR planning is cost and time wasting especially for a small business. HR planning is seen as inappropriate when the organisation is in the short term objective. HR planning need to take a a really long time to analyse the past event and then it need to combine the current market to do the prediction. Put it in another way, for making an effencient HR planning need to collect and analyse the accurate imformation both the past and current, it is time watsing and costly. Secondly, HR planning is reliance on too much about the past to predict future developments, there are no strong evidence to predict for the future. In other words, the past experience maybe an accidental event, therefore, it is hard for HR planner to predict. An incorrect prediction may damage the orgainsation and the results of the bad prediction may lead the organisation runs in the opposite direction. Thirdly, the rapidly changed world make the market unstable and hard to plan. In 21st century, the business environment is really complex due to the developing of technology, innovation, a changing workforce. In unpredictable market, the HR plannning is hard to plan and implement.