HR PLANNING:

What Is Human Resource Planning (HRP)?

Human resource planning (HRP) is the continuous process of systematic planning ahead to
achieve optimum use of an organization's most valuable asset—quality employees. Human
resources planning ensure the best fit between employees and jobs while avoiding manpower
shortages or surpluses.

There are four key steps of the HRP process. They include analyzing present labor supply,
forecasting labor demand, balancing projected labor demand with supply, and supporting
organizational goals.

HRP helps companies are an important investment for any business as it allows companies to
remain both productive and profitable.

Understanding Human Resource Planning (HRP)

Human resources planning allow companies to plan ahead so they can maintain a steady
supply of skilled employees. That's why it is also referred to as workforce planning. The
process is also used to help companies evaluate their needs and to plan ahead to meet those
needs.

Human resource planning needs to be flexible enough to meet short-term staffing challenges
while adapting to changing conditions in the business environment over the longer term. HRP
starts by assessing and auditing the current capacity of human resources.

The challenges to HRP include forces that are always changing such as employees getting
sick, getting promoted or going on vacation. HRP ensures there is the best fit between
workers and jobs, avoiding shortages and surpluses in the employee pool.

To satisfy their objectives, HR managers have to make plans to do the

following:
Find and attract skilled employees.

Select, train, and reward the best candidates.

Cope with absences and deal with conflicts.

Promote employees or let some of them go.

Investing in HRP is one of the most important decisions a company can make. After all, a
company is only as good as its employees. If it has the best employees and the best practices
in place, it can mean the difference between sluggishness and productivity and can lead to
profitability.
CORPORATE PLANNING:

Corporate planning is a strategic tool used by companies to set long-term plans to meet
certain objectives, such as business growth and sales volumes. Corporate plans are similar to
strategic plans, but place greater emphasis on using internal resources and streamlining
operations to achieve certain end goals.

Corporate plans are essentially business plans that seek to make improvements and generate
profits by making internal operations more effective and productive. Many corporate plans
have specific action steps that must be taken to achieve certain objectives. These steps are
clearly defined in the corporate plan and can be used as markers to check on a periodic basis
to determine whether or not sufficient progress is being made.

Corporate plans can be created and used by businesses of all sizes, but are most commonly
used by large organizations. Corporate plans typically consist of a vision statement, mission
statement, identifying available resources and then listing business objectives and strategies
to be used to meet those objectives.

ASSESMENT CENTERES IN RECRUITMENT:

 Assessment centres have been used as a means to recruit staff for decades. That’s
because they make it possible to evaluate a lot of people in a variety of skills
simultaneously. They also do something that couldn’t be done in any other way. They
create a group environment.
 It’s fairly easy to hide who you really are when you’re by yourself in an interview; but
in a group, the dynamics change. Some people emerge as leaders. Some hide in the
corner. And some talk constantly or interrupt others.
 Problem-solving and communication skills are different in a group situation than they
are in an individual one, too. The group environment is just one of several benefits of
assessment centres. An assessment centre is a recruitment selection process where the
organisation typically assesses a group of candidates at the same time and place using
a range of selection exercise.
 Assessment centres are one of the most effective methods for predicting a candidate's
suitability for a job so can help organisations to avoid making poor recruitment
decisions and the costs associated with them.
 Candidates are more likely to have a positive experience at an assessment centre than
where they are assessed by interview alone.
 Organisations can choose from a variety of selection exercises, including structured
interviews, work-sample activities, group exercises and role-plays. In addition to the
usual short listing tools, organisations can use pre-assessment centre exercises to
reduce the initial pool of candidates to a more suitable shortlist.
 After the candidates have completed the assessment exercises, the assessors should
hold a decision-making session (known as a "wash up") where they integrate
candidates' scores and make a final selection decision.
 Organisations should create a level playing field for internal and external candidates.
Assessors should not use prior knowledge about internal candidates when scoring
them.
 Organisations should provide meaningful feedback to candidates who have attended
an assessment centre. This is important for several reasons, including the
organisation's reputation.
 Assessment centres can be costly to develop and host, so organisations should
evaluate whether or not the cost justifies the outcomes.