Human Resource Planning Is Only Marginally Related to Strategic Hrm
“Human resource planning is only marginally related to strategic HRM”
Human resource planning is regarded as the procedure of identifying present and prospect human resource desires for an organization to achieve its goal. Link between human resource management and the overall strategic plan of an organization should be provided by human resource planning. Whereas strategic human resource management is needed for an organization to meet the wants of their employees who are responsible for promoting company goals.
Strategic human resource management (SHRM) can be thought of as 'the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. (Kramar et al. 2011, p. 53)
Firstly, for the practical management of the people Strategic Human resource management is needed and even it requires thinking ahead and planning ways for a business to better meet the wants of its workers. Sahoo, Das and Sundaray (2011) suggest that strategic human resource management (SHRM) includes the creative use of people in attaining the organization's strategic commercial purposes, employee approval, and satisfaction of individual employee wants.
For planning the active human resource effectively, management must allow to recruit, develop and deploy the correct people at the correct place at the right time, to encounter organizational internal and external service level obligations. Hafeez and Aburawi (2013) suggest human resource planning (HRP) needs to answer to a greater demand for new talent due to increased competition in the knowledge economy. Effective human resource planning depends on management commitment, links between internal and external environments and organizational strategies and there should be provision of sufficient staff, time and resources. SHRM formulates and executes practice and policies of human resource. In any organization the aim of HR manager is to produce the competencies of employee and behaviors
Human resource planning is regarded as the procedure of identifying present and prospect human resource desires for an organization to achieve its goal. Link between human resource management and the overall strategic plan of an organization should be provided by human resource planning. Whereas strategic human resource management is needed for an organization to meet the wants of their employees who are responsible for promoting company goals.
Strategic human resource management (SHRM) can be thought of as 'the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. (Kramar et al. 2011, p. 53)
Firstly, for the practical management of the people Strategic Human resource management is needed and even it requires thinking ahead and planning ways for a business to better meet the wants of its workers. Sahoo, Das and Sundaray (2011) suggest that strategic human resource management (SHRM) includes the creative use of people in attaining the organization's strategic commercial purposes, employee approval, and satisfaction of individual employee wants.
For planning the active human resource effectively, management must allow to recruit, develop and deploy the correct people at the correct place at the right time, to encounter organizational internal and external service level obligations. Hafeez and Aburawi (2013) suggest human resource planning (HRP) needs to answer to a greater demand for new talent due to increased competition in the knowledge economy. Effective human resource planning depends on management commitment, links between internal and external environments and organizational strategies and there should be provision of sufficient staff, time and resources. SHRM formulates and executes practice and policies of human resource. In any organization the aim of HR manager is to produce the competencies of employee and behaviors