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NATURE OF THE WORK : CA1 ASSIGNMENT SECTION : KOM09 STUDENT NAME : RAI
SRIHARI REGISTRATION NUMBER : 11807979 ROLL NUMBER : 29 Question: to oppose
the motion, ‘Human resource planning is impossible or at least a waste of time in a
situation where the future is so unpredictable.’ abstract, introduction, conceptual
background, review of literature, theoretical framework, managerial implication,
references (APA style referencing)
ABSTRACT HR planning implies a procedure that recognizes future and present human
assets requirements for an organization to achieve its objectives in the context of
Tanzania Electric Supply Company Limited (TANESCO) this paper explains how HRP is
not impossible and is not a waste of time in situations where the future is uncertain.

Despite of the Human resource planning challenges, Organization managers can

improve the utilization of human resource within organization, ensure proper
preparation of the organization budget, satisfy the organization expansion needs, train
and develop organization employees as well as offset labor imbalances problem. The
study concludes that a well and successful HRP application advances human resource
management results.

Also, human resource planning to any organization is very important due to the fact that
it connects the organizational objectives to the function of human resource. Base on the
study we can assume that the organizations needs to follow best practices of HRP in
order to improve the firm performance. Also, organization top management ought to
support HR planning.

Such support will ensure that the fundamental resources and contributions thoughts for
the success of the planning are available INTRODUCTION Planning refers to the
procedures which managers practice to recognize and choose suitable objectives and
justifying the ways to attaining them in firm. They subsequent strategies which from
process of planning point of interest the objectives of association and determine how
they are proposed to be achieved.

organizations are set up to achieve purposes that individuals to achieve on their own
organization they provide a means of working with others to achieve goal like to
determine by whoever is in the best position to influence them. A key characteristic of
organization is their complexity. Individuals in organization, depend on each other effort
through interactions and which enable them work to words the realization of common
goal.

Laid down structures however fashion out how they relate to others. Human resource
management is a vital way to deal with overseeing work relations which underscores
that utilizing individuals' capacities is basic to accomplishing competitive advantage, this
being achieved through a distinctive set of incorporated employment strategies,
performs and programs.

The most prominent problems limiting the progress and the overall development in
most countries of the third world are related to incapability in fitting the human
element. This has necessitated both the government and private sector organizations to
come up with various measures to enhance the human workforce, such as the human
resource planning (HRP).

Thus, in the current turbulent environment facing organizations, proper human resource
planning is looked upon as being crucial for the survival of firms. A firm may be
equipped with all the required resources but without effective human resource it can
accomplish very little of its objectives if any. Human resource plan is a guide that depicts
how firm will meet its current and future human asset needs dependent on the vital
plans of the firm.

HRP is a basic component for guaranteeing firm achievement and can be actualized to a
limited extent by HR administration strategies based on these qualities human resources
planning determine the workforce that will be needed in company’s operation its
planned objectives, therefore specific needs of the company are recognized and
preparation for plans takes place for achieving such needs.

HRP can either be official or unexpected procedure frequently planning tend to be

apparent in yearly spending plans, key arranging reports, financing proposition that
recognizes the positions required for achieving the association's work and how the
expenses of keeping up those positions will be refined. TANESCO Tanzania Electric
Supply Company Limited (TANESCO) is a parastatal organization under the Ministry of
Energy.

The Company generates, transmits, distributes and sells electricity to Tanzania Mainland
and sells bulk power to the Zanzibar Electricity Corporation (ZECO) which in turn sells it
to the public in islands_ Unguja and Pemba. TANESCO owns most of the electricity
Generating, Transmitting and Distributing facilities in Tanzania Mainland.

The German colonialists established the first public electricity supply in Tanzania (which
was then called Tanganyika) in 1908 at Dar es Salaam. It served the railway workshops
and a part of the town where the colonialists were mostly staying. When the Tanganyika
territory was mandated to Great Britain in 1920, a Government Electricity Department
was formed to take over and operate the public supplies left by the Germans. In 1931,
the Government handed over the undertaking at Dar es Salaam and those elsewhere
upcountry (Dodoma, Tabora and Kigoma) to private enterprises.

One of these companies was the Tanganyika Electric supply Company Ltd. (TANESCO)
which was established on 26th November 1931 and the other company was the Dar es
Salaam and District Electric Supply Company Ltd Workforce management and
development: Between 1964 and 1979 the number of employees rose from 1,406 to
4,481. During the same period the percentage of Tanzania citizens rose from 87 to 99.5

while the percentage of Tanzanians in senior positions went from 19 to 99.2. TANESCO
is now fully Tanzanian company. Somewhere in the range of 1964 and 1979 the quantity
of workers ascended from 1,406 to 4,481. Amid a similar period, the level of Tanzania
subjects ascended from 87 to 99.5 while the level of Tanzanians in senior positions went
from 19 to 99.2.

TANESCO is presently completely Tanzanian organization LITERATURE REVIEW

Conception of Human Resource Planning Human resource planning discernment isn't
new to companies, but attitudinal behaviors of organizations? management are
responsible for organizations? inability to implement HRP. So as to advance
organizational efficiency, HRP consider bigger issues associated with the ways in which
manpower are working and advanced.

HRP alludes to the procedure that ensures the human resource requirements of an
undertaking are perceived and designs are made for fulfilling those necessities. This
implies that, the management establishes means to the company that will allow it to
shift from its present workforce situation to its anticipated situation. The HRP
administration ordinarily battles to accurate number of workforces which possess right
skills and knowledge at the right time will augment long-run benefits for both the
association and the person.

The planning of HR implies orderly investigation of workforce prerequisites so as to

guarantee precise laborers quantities consist required aptitudes are realistic when
needed. Now days, many firms are becoming conscious about the requirement for
genuine human asset arranging, since human asset would lean toward the associations
that enable them to achieve their actual forthcoming and, in this manner, help the
organizations to accomplish their objectives.

Theoretically, the primary part of business planning needs to be Human resource

planning. Strategic planning process ought to delineate projected alteration in the scale
and kind of activities performed by the enterprise. Strategic planning should categorize
the core competencies the enterprise requires to accomplish its goals and, then it skills
requirements.

The availability of strategic business plans, HR planning understands them as people

requirements. Business strategy may be influenced by human resource planning by
attracting regard for manners by which individuals could be created and sent all the
more adequately to promote the accomplishment of business objectives, and in
addition concentrating on any difficulties that may must be settled with the end goal to
ensure that the general population required will be realistic and will be fit for making
the important commitment.

CONCEPTUAL BACKROUND There have been a number of concerns and views which
have been put forward by various scholars and administrative practitioners on Human
Resource. Among the reasons assigned by such concerns are the effect of human
resource planning on organizations. Human Resource are improperly planned;
implemented and managed by non-HR experts and that the practices, programs and
policies of organizations are lowly perceived by their employees. For the purpose of the
current study a number of theoretical arguments have been developed or reviewed and
integrated into the current study.

organizations being institutions are established to accomplish specified goals. To

achieve these goals, the human resource planning is seen as one of the most crucial
factors, without which the goals are as good as dead. The study recommended that HRP
should be a priority in every organization, since it has impact on organizational
performance.

Adding to the array of concepts and theories is the term Human Resource which was
originated by Human Resource is the stock of competencies, knowledge, experience,
social and personal attributes including creativity and innovation, embodied in the
ability to perform work so as to produce economic value. assert human capital is
generally understood to consist of the individual’s capabilities, knowledge, skills and
experience of the company’s employees and managers, as they are relevant to the task
at hand, as well as the capacity to add to this reservoir of knowledge, skills and
experience through individual learning.

This theory is concerned with how people contribute their knowledge, skills and abilities
to enhancing organizational capability and the significance of that contribution. This is
rather broader in scope than human resources. THEORETICAL FRAMEWORK In a
situation where the future is unpredictable, the human resource planning is not
impossible or waste of time.

Future is always unpredictable though that does not justify that the HR planners should
not plan because of unpredictable future. This chapter basically justifies why human
resource is not impossible and waste of time within the context of Tanzania Electricity
Supply Company. In Tanzania Electricity Supply Company, the human resource planning
is definitely possible and it does not misuse time since it helps in anticipating the future
requirements of the workforce. Through HRP, TANESCO is capable of knowing in
advance how many workers will be needed in the future.

As our nation keep on growing both economically and politically, electricity needs
increases. This increase in electricity needs requires enough workforces from TANESCO
to fulfill the citizens? needs. Consequently, with proper Human resource planning of the
company smooth flow of workforce will ensured hence electricity needs will be satisfied.

Also with accurate human resource planning, the company becomes more confident in
predicting the vacancies that may arise in the future and be able to actions concerning
such predictions. Even if the future is unknown, human resource planning in Tanzania
Electric Supply Company helps in recognizing future leaders and develops them so that
when senior manager or director retire or transferred someone to replace his or her
position may be easily obtained.

Through HRP, Company’s employees are retained and promoted and this stimulates all
other employees to work smart. In this scene, the HRP is not waste of time. HRP is not
wastage of time where future is unpredictable due to the reason that it assists TANESCO
in Budgets preparation. Employees? remuneration and supplementary benefits can be
predicted using HR planning.

Preparation of department’s budgets is formulated and controlled under HR planning.

HR planning fulfills the diversity needs of the organization. Through planning, TANESCO
is capable of performing its future plans concerning diversification, growth and
digitalization of the company. Actual number of correct types of the employees?
availability when required by the company is guaranteed by the proper HR planning.

HR planning assures that the specified abilities and competences are accessible to the
company to embrace the challenging work necessities. Company ought to have proper
utilization of its resources, human resource as well as machines. We have seen
companies with enough machines but less manpower to operate such machines and
vice versa.

Most of time, this problem happens to those companies who lack appropriate HRP.
With HRP, availability of human resource and non-HR such as machines, plans and raw
maters are ensured hence minimize the chance of uncertainties to occur and ensure
advancement of general performance of the company. Although future is unpredictable
to making company’s strategic decisions, human resource planning is very important.

Decision based on the appointing, training and development of the employee,

discharging or replacing current employees are highly concern of human resource
planning. Human resource planning associate with cost efficient because the Electricity
company in Tanzania through HRP can forecast the deficiency and excess of workforce
and can control the lopsidedness which will gotten to be unmanageable or costly.

In the event of deficiency of manpower, manpower of the company cannot be

legitimately utilized. In case of overflow of manpower, manpower may stay
under-utilized HRP helps in adjusting the issue of deficiency and overflow manpower
exceptionally comfortably. It is not impossible nor misuse of time to plan for human
resources where the future is anonymous.

This is because through HRP in Tanzania Electricity Supply Company personal needs of
the employees tend to be fulfilled. Such personal need includes promotion to the
employee, personal allowances and income and house benefits. In this way, through
human resource planning the organization it is not impossible no waste of time hence it
can successfully oversee the labor necessities both current and future.

Additionally, HRP assist in minimizing the time which company might spend in seeking
for the imminent candidate for the unfilled position MANAGERIAL IMPLICATIONS &
FUTURE SUGGETIONS This chapter entail managerial implications and suggestions. The
initial section provides a conclusion based on the fact that Human resources planning
are not impossible and waste of time in a situation where the future is unpredictable.
The last sub-section provides the recommendations for enhancement on Human
resources planning for organizations.

Human resource planners face several challenges in planning processes. In this

subsection, challenges which HR planners face will be discussed along with solutions to
overcome such challenges so as to justify the possibility of human resource and prove
wrong that it is wastage of time; Incorrectness Human resource planning associating
with anticipates of the human resources demand and human resources supply. It is too
risk to for human resource planner projecting organization workforce within a period of
time.

Tracking the present and future tendency and converting the result into action strategy
is not an easy task. The probability of incorrectness or inaccuracy increase as the time
horizon gets long. Incorrectness increments when departmental estimates are simply
amassed without fundamental assessment.

Solution: Human resource planners, critically they need to review department forecasts
of supply and demand hence involve all workers during forecasting process so as to
acquire different thoughts from them to enhance forecasting practices. As it is risk to
predicting organization manpower over long period of time, planners need to stress
short time manpower forecasting for the organization.

Availability of workers: information Planners and leaders require precise information on

workers so as to arrange and execute changes in a method of reasoning and productive
way. Elmer, et al, (1997) declared that many organizations face challenge of be shorting
of exact or latest human resource data. The discoveries appear that there are numerous
HR data related challenges confronting the service.

HR manages seem to have no records of the workers in terms of dates for advancement
or arrangements, instructive foundation, aptitudes, and training. Solution: A number of
proposals were expressed on how the human resource data can be progressed. The
human resource division ought to upgrade staff records on a standard premise and give
such data to the important divisions.

In this case Human Resource Information System need to be emphasized for ease of
reference and encouraged speedier choice making. Currently Tanzania Electric Supply
Company has adopted computerized human resource system. Allocation of the
employees: Excellence services offered to organization customers based on good and
fair allocation of the organization employees.

Allocation of the employees in many of the companies not only TANESCO seems to be
tough; this is because most of the employees prefer urban areas than interior areas
which they hard to access. When employees allocated into rural areas most of them
tend to quit the job. Lack of key human asset administration is additionally a major
challenge to impartial staff dissemination over the regions.

Solution: Employees seems unfairly allocated across all over the country. To improve ofr
eradicate this practice, employees? allocation need to involve the stakeholders. Either
examination should be made on workload of the worker and educate staff allocation
and staffing standards over the company. Moreover, those who are allocated in interior
areas should given some allowance as motivation so they cannot leave the job.

Management understanding: Management of the most of the organizations most of

time seems not understands the idea and reason of human resource planning till the
face a problem of shortage of manpower. Top management perceive that the labor
market keep on growing everyday and workforce are obtainable in great quantity so
human resource planning is quite unnecessary.
Solution: To overcome such challenge, higher management and organization
stakeholders need to be provided with education on the importance of human resource
planning on ensuring smoothing running of organization operation by lacking shortage
of manpower. Commitment: Human resource planning need the whole organization
commitment, since planning consumes lot of time and costly exercise.

The organization need to invest lot of time and money in forecasting the future demand
and supply of manpower. Such exercise in many of the organization is tough and not
still do not make sense. Solution: In this case, again education is seriously needed to
enlighten the crucial advantage of human resource planning on today to day
organization operations.

Quantitative and qualitative approach: Most of human resource planner put much effort
on ensuring availability of manpower that is quantitative in term of number within the
organization. They do not take serious the issue of quality of manpower existing in the
organization; such exclusive qualities comprise of training and development of
manpower, workers incentives, workers esteem. Solution: Both of these approaches are
very important for the sake of organization growth and expansion.

However Human resource planners during planning need to take consideration both of
these approaches. Uncertainties: Truth be told, future is uncertain. Each and every day
technology keeps on improving along with rapid market changes. These two things are
act as constriction to human resource planning. Depending on universal estimates of
flow of workforce is too risk in case of quick environment changes, work turnover and
market fluctuation.

Solution: Even if the future is uncertain as typical saying that nobody knows tomorrow
does not means that Human resource planners should not plan. Planning is inevitable;
to reduce risk organization need to plan no matter what. Conclusion: From the
discussion in previous chapter, it is well-known that successful HRP practices improve
HRM results.

Human resource planning is vital to any organization since it connects the business
objectives of the organization to the human resources function. Management should
therefore understand the HR plans can be pretentious by external and internal factors,
subsequently anticipating is crucial for operative planning. In the present times HR
planning enables the organization work smoothly as well as attains achievement. Experts
of HR helps the firm to manage its workforce tactically.

Aside from that HRP can likewise guarantee a legitimate vocation getting ready for
employees and help them in achieving their goals. It will also ensure growth and
eventually make the organization a better place to operate in. Suggestions: Improving
performance of public and private organization, there is need to fully embrace best
practices in human resource planning.

The following are the suggestions for making HR planning effective for both public and
private organizations: HR Planning time. Time of the planning should fit to the
requirements and situations of the organization in query. Consideration of the size and
configuration of the organization as well as the projected changes must be taken. Top
Management assistance.

In the long run being successful, top management must support manpower planning.
Ensuring that essential asset, teamwork planning and assistance achievement, support
from top management is vital. Operating Executives contribution. It should be known
that the HRP is not a role of HR planners alone.

Involvement and coordinated efforts on the SIDE of functioning managers is needed to

make HRP proficient. Their involvement assists advance thoughtful of the procedure and
thus decrease confrontation. Information System strategy. Efficient and reliable
Organization database must be established for HR to assist HRP of the organization.
Weighing scale tactic.

HR professionals ought to be equally assigning significance to qualitative and

quantitative features of manpower. Instead of matching existing personnel with existing
job, stress should be laid on filling future vacancies with right personnel. Promotion
should also be carefully considered. Career planning and development, skill levels,
morale, should be given due importance by the planners.

Hence will reduce impossibility and time wastage in a state that the future is erratic for
human resource planning. Integrating with plans of organization. HRP require
incorporating with plans of the organization. Basically, it is required to comply with the
organizational objectives and plans. Thus, implies that organization planners need to
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