HUMAN RESOURCES PLANNING

By:
Zora Nayaka Widyadhana (01012622125011)

Lecturer:
Dr. Hj. Agustina Hanafi, MBA

Courses:
Human Resource Management

MASTER OF MANAGEMENT
FACULTY OF ECONOMICS
SRIWIJAYA UNIVERSITY
2021
 Review, Analysis, & Argument
In managing human resources, managers certainly need planning to fulfill human resources
in the company. Human Resource Planning is a systematic process to predict future employee
needs (demand) and availability, both in number and type, so that the HR department can plan
recruitment, selection, training and other activities properly. The objectives of HR planning
include:

1. Improve the use of human resources.

2. Adjusting human resource activities and future needs efficiently.
3. Increase efficiency in attracting new employees.
4. Complete information on human resources that can assist HR activities and other
organizational units.
5. Obtain and maintain the required number and quality of employees
6. Identifying skills demands and how to meet them.
7. Dealing with the advantages or disadvantages of employees
8. Develop a flexible work order
9. Increase employee understanding

Therefore, with the existence of HR planning by managers, it can fulfill the HR needs of
the company, which of course will boost the company's performance.

In determining the HR Planning Manager through several processes, which of course is

influenced by the external environment and the internal environment of the company, where the
HR manager refers to the company's existing strategic planning in the company, then formulates
human resource planning. In formulating this human resource planning, managers must forecast
needs, forecast availability, compare the needs and availability of human resources. Requirements
forecast is the activity of determining the number, skills, and location of employees that the
organization will need in the future in order to achieve its goals. The forecast reflects various
factors, such as production planning and changes in productivity. Forecasting needs will determine
the amount of demand for HR (the demand for human resources). Managers also need to know the
availability forecast, which is an activity to estimate the company's ability to get employees with
the skills needed, and where the source is from. In order to forecast availability (HR supply),
human resource managers look at internal sources (currently employed employees) and external
sources (labor market).
 With regard to Comparing HR Needs and Availability, managers look at the composition
of the company first. If the demand for HR is the same as the supply of HR, there will be no action
taken by the manager. However, if there is a surplus of employees, the manager will carry out
limited Employee Withdrawals, reduction of working hours, early retirement, dismissal, and
downsizing. Meanwhile, if the company is assessed as having a shortage of employees, the
manager will carry out a promotion for proper employees or recruit new employees through
various selection standards. The following is an overview of the HR Planning process:

LINGKUNGAN EKSTERNAL
LINGKUNGAN INTERNAL

Perencanaan Stratejik

Perencanaan
Sumber Daya Manusia

Meramalkan Membandingkan Meramalkan

Kebutuhan Sumber Kebutuhan dan Ketersediaan
Daya Manusia Ketersediaan Sumber Daya
Manusia

Permintaan Surplus Karyawan Kekurangan

= Karyawan
Penawaran

Tidak Ada Tindakan Penarikan Karyawan Rekrutmen

Terbatas,
Pengurangan Jam
Kerja, Pensiun Dini,
Pemberhentian, Seleksi
Perampingan

Demand for Human Resources itself is influenced by various factors, that is:

• External Factors
• Economy
• Socio-political-law
• Technology
• Competitors
• Organizational Factors
• Strategic plan
• Budget
• Forecasts of sales and production
• New company
• Organization design and position
 • Labor force factors
• Retirement
• Resignation
• Termination
• Death
• Absence

With current technological developments, the HR management process has also used
databases. Advances in technology have created ways of managing and analyzing information.
The current database includes information on all managerial and non-managerial employees.
Before it is necessary to look for external sources, the company can use this database to research
within the company itself to see where employees with the required qualifications are present. An
increasing trend is for companies to automatically notify their qualified employees for new
positions. The following information is in the HR Database:

• Work history and experience

• Specific skills and knowledge
• Owned licenses or certificates
• Completed training within the organization
• Educational background
• The results of previous performance appraisals
• Assessment of strengths and weaknesses
• Development needs
• Current promotion potential with further development
• Current position performance
• Specialization area
• Job preferences
• Geographical preferences
• Career goals and aspirations
• Estimated date of retirement
• Personal history, including psychological assessment

With a good HR Planning Process, it is hoped that HR Managers can meet the needs of
employees in various positions or fields in the company. Thus, the Human Resources in the
company will be better able to improve the company's performance and encourage the company's
sustainability.