Like any other plan, personnel plans are developed based on basic principles and assumptions about the future, and the purpose of planning is precisely to develop these principles.
While there are several factors that influence the planning of human resource needs, the most significant is the plan strategic of the company, since through it the short and long term objectives are set which will determine the number of employees and the characteristics that they themselves must have.
But at the same time, human resources planning is fundamentally important because one of the main challenges in developing company strategies is related to human resources aspects, and more precisely with the stabilization of the workforce to facilitate the implementation of strategies. Thus, human resource planning attempts to:
- Forecast labor demand, or how many workers the company will need in the future.
- Forecasting labor supply, or the availability of workers with the skills required to meet the company's labor demand.
- Carry out projections and planning on an ongoing basis, as changes in the human resources environment are continuous.
- Carry out systematic human resources planning in the sense that it is organized and conducted based on an understood reality.
Now, How do organizations plan to fill the vacancies that inevitably arise in the company?
Some organizations wait for a vacancy to arise and then try to fill it. Most companies use this method, and in small organizations it may be sufficient. However, results improve significantly if this process is planned in advance.
The two basic aspects to take into account for planning are:
- The internal supply of personnel
- The external supply of personnel
Planning for human resource demands, whether internal or external, must consider a correlation with strategic plans, as it is important to consider whether the company will develop new business units or plan to reduce its activity level. The implications of these actions will impact the personnel department in one way or another, particularly in relation to recruitment and training.
In a business, planning also involves considering expected sales plans, since demand for products or services will determine the number and qualifications of the staff the company will need. These forecasts allow us to make long- and short-term calculations and projections regarding future human resource needs.
The benefits that the company obtains by planning its human resources needs are:
- Systematically determine the supply and demand of the workforce necessary for the functioning of the organization
- Improve the use of the company's human resources by providing the best qualified personnel for the specific task.
- Achieving synergy between the company's objectives and those of the personnel department
- Know if the company has the necessary quantity and type of personnel
- Address staffing needs more quickly when external conditions change
- Provide information about the market in relation to labor and wages, etc.
An organization's staff constitutes its most important resource and can only be acquired through the most effective recruitment efforts. Therefore, considerable time is required to recruit, select, and develop employees. Likewise, when positions are to be eliminated, employees must be given adequate notice so that, to the extent possible, they can be reassigned to other positions within the company, ensuring a stable and efficient workforce.
In short, every company requires efficient operation, which involves planning all of the organization's and human resources' activities. This anticipation of changes in personnel needs for specific positions is the activity that will lay the foundation from which the company will then plan its recruitment, selection, training, and other activities.
