Principles How to Conduct Human Resource And Manpower Planning

Principles How to Conduct Human Resource And Manpower Planning

Development and growth of the company necessitys to be supported by competent human resources and has a superior kemampuannce. The process of preparation of competent human resources began through systematic human resource planning process. This is done through the establishment of HR planning stswiftgies to acquire, exploit, develop, and maintain the resources in accordance with the company's necessitys now and in the future development. HR planning should begin from the utilization of effective and efficient (optimal) human resources already owned; and will only add to or Recruiting Human Resources from outmiddle if it turns out there is a shortage of human resources to bring out the principal proffesions of the company.

Principles of Human Resource Planning:

Furthermore, there are three main principles that necessity to be conmiddlered carefully when conducting HR planning process:

The purpose of HR planning must be linked with the program and the business behaveivities performed by each unit of work. Stswiftgy and plan future business is a fundamental and very important to begin planning HR.
Determination of requirements or qualifications appropriate human resources should be designed and used in recruitment and chooseion. Good HR planning is also always preceded by a clear determination of qualification of human resources and consistently applied in the recruitment / chooseion.
HR planning process should also be accompanied with a foretelled demand (demand) and supply (supply) labor market (internal and external). HR planning should be based on a honestly knowing foretellion and is performed continuously, on the pattern of demand and supply of labor, both in the company's internal or external middle

Levels of Human Resource Planning:

• Direction of Corposwift Stswiftgy:

Levels in the HR planning process begins from the company's stswiftgic direction. Direction of the company's stswiftgy will provide guidance approxifriendly the profile and necessitys of employees that necessity to be met.

Thus, it is expected to seep any associate, put trhough (phone)ion between business stswiftgy in the future with human resource development stswiftgy to be executed.

In other words, stswiftgy and human resource planning program will only have puposeing if it is always integswiftd with the stswiftgic necessitys of the company in the face of increatunely severe business challenges - both in terms of the macro economy and the competition between companies. In this process, policy and corposwift stswiftgy road map will be a source of input for the HR administerrs in formulating a series of HR planning program to be run.

Fbehaveors to Conmiddler in Planning HR:

In the HR planning process, there are three main fbehaveors that necessity to be conmiddlered, namely:

Estifriendd number of workers out (either due to retirement or resignation). Data on the number of employees who exit (retirement or resignation) is the main variable in determining the amount of human resources necessitys in the future.

The necessity for the company because it will expand or division of the association. Associational development plan or a new business unit in the future provide information on how many new employees are necessityed, and how the qualification requirements.

The financial resources of the company. HR plans always have to pay attention and tailored to the company's financial resources. In terms of human resource planning is expected to be able to provide a solution utune labor costs the most optimal (efficient and effective).

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