Human Resource Planning (HRP) may be defined as a strategy for the acquisition, utilization, improvement, and preservation of the human resources of an enterprise. The objective is to provide the right personnel for the right work and optimum utilization of the existing human resources. HRP exists as a pårt of the planning process of business.
decisions to enable the organization to achieve Its objectives and goals. Surprisingly’, this aspect of HR is one of the most neglected in the HRM field. When Human Resource Planning is applied properly in the field of Human Resource Management, it would assist to address the following questions.
- How many numbers staff does the Organization have?
- what type of employees as far as skills and abilities does the organization have?
- How should the Organization best utilize the available human resources?
- How can the organization keep its employees?
Organizations become increasingly global, HR managers are facing new challenges as they try to build productive, cohesive workforces that in some cases span many cultures, countries, or regions. Operating human resources across geographic and cultural boundaries can often prove difficult for managers. Nonetheless, with the widespread use of technology, the ability to communicate with anyone around the world, and access to new and varied markets, HR planning becoming more important and complex for the following reasons:
- Compliance with International Laws: As businesses begin to expand into the global marketplace or as they hire employees from diverse geographic and cultural backgrounds, they may have to adapt to new labor laws and tax liabilities
- Cultural Diversity: A salient issue in international HR is understanding and maintaining cultural diversity. Working with people from different locations or from different cultural backgrounds mean adapting the business’s work style to new ideas, new ways of communicating, and unfamiliar social practices. If you hire an employee from England, for example, the employee might have different ideas about how to manage employees or on how to run technology processes based on her experiences back home. Being open to new work styles and cultural differences is the hallmark of cultural diversity in HR.
- Benefits and Compensation: Benefits and compensation are the backbones of any HR strategy, but in international HR, benefits and compensation are even more important in focusing on the work-life balance of employees, The idea behind work-life balance is to provide employees with programs and initiatives that improve both their personal and professional lives. This IS considered part of international HR because many multinational companies have already implemented programs such as flexible working tome, paternity, leave, extended holidays, and on-site childcare.
- Training and Development: Related to the Idea of benefits and compensation in encompass international HR is training and professional development programs. Training programs typically encompass in-house seminars and meetings designed to give employees on-the-job knowledge of skills that are important to doing business globally. HR might offer language classes, for example. Professional development encompasses the “extra” training that HR provides to Its employees, such as allowing, them to attend networking events and conferences, global training, and other specific competency-based programs. Professional development helps employees hone their skills in global marketing, international business development, and finance trends.
