LA CONSOLACION UNIVERSITY

GRADUATE SCHOOL DEPARTMENT

BMO 203/HRM- HUMAN RESOURCE MANAGEMENT

Final Requirement

Edmond Jayson Peregil

MBA-C

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 ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses. The following are some of the major objectives of human resource
planning:

Provide Information - The data obtained through HRP is critical for identifying surplus and
underutilized human resources. It also provides a comprehensive skill inventory, which aids in
decision-making, such as promotions. HRP provides information that can be used for other
management functions in this manner.

Effective Utilization of Human Resources - Management's primary responsibility for human

resource planning is to ensure the effective utilization of current and future manpower.
Organizational planning is complemented by human resource planning.

Economic Development - Manpower planning at the national level is required for economic
development. It is especially beneficial in terms of job creation in educational reforms and talent
mobility.

Determine Manpower Gap - Manpower planning examines existing manpower gaps in order to
develop appropriate training programs for developing specific skills needed in the future.

To Forecast Human Resource Requirements - HRP determines the future human resource
requirements of an organization. It would be difficult to find the right people at the right time in
the absence of such a plan.

Analyze Current Workforce - HRP volunteers to assist in analyzing the current workforce's
competency. It assesses the current workforce's skills and abilities.
Effective Management of Change - Proper HR planning aims to effectively deal with severe
changes in market conditions, technology products, and government regulations. These changes
necessitate the continuous allocation or reallocation of skills; clearly, in the absence of planning,
human resources may be underutilized.

Realizing Organizational Goals - HRP assists the organization in meeting the demands of
expansion, diversification, and other growth strategies.

Each objective is critical for organizational success, as it ensures the best use of current
human resources, assesses and forecasts future skill requirements if the organization's goals are
to be met, and provides control measures to ensure that necessary manpower resources are
available when needed. Human resource planning assists an individual in improving skills and
maximizing abilities and potential. It aids the organization in increasing its efficiency and
productivity. It also contributes to the nation's desired economic and social advancement. A good
HRP strategy can increase a company's productivity and profitability.

Human resource planning plays a different role in every organization. A small, rapidly
growing technology company, medium-sized nonprofit, state government agency social services
agency, professional sports franchise, and company planning on acquiring or merging with a key
competitor.

Nowadays, entrepreneurs with business acumen now recognize the value of information
technology (IT) tools in meeting business objectives. It not only aids in the achievement of
business objectives, but it also optimizes work processes. It has long been established that
information and communication technology (ICT) such as the Internet, mobile communication,
and new media can significantly contribute to the implementation of personnel policies in an
organization. Technological advancement can have a significant impact on an organization's
human resources department. It enables the organization to improve its internal processes, core
competencies, relevant markets, and overall organizational structure. Also, human resource
planning helps small technology companies in recruitment, Successful recruiting also requires
that HR managers have a command of social media, an ability to recognize how a candidate’s
technical experience complements the company's technical needs, and networking skills for
referrals.
 So many nonprofit organizations begin with a single person, a single passion, and a single
mission. However, in order to make an impact, most organizations must eventually hire someone
else. Finding and retaining qualified, dedicated staff is critical to a nonprofit's success. Human
resource planning must be integrated into your internal operations if you want to hire, train,
effectively compensate, and retain great employees for your nonprofit—employees who are
happy in their jobs and contribute to the organization's goals. Understanding the fundamentals of
human resources will be critical as your company grows. to lay a solid foundation for your
knowledge of the nonprofit organization

Local government human resources professionals play an important role in attracting

talent for public agencies. However, as the Great Recession fades, state and local governments
are facing the most job openings in decades. HR professionals must navigate this and other
challenges to ensure that local governments have enough staff to serve residents.

Sports organizations play an important role in social capital development and economic
and physical well-being. It is critical for sports organizations to have an appropriate workforce in
order to achieve their strategic goals. Sports organizations must strategically align the human
resource component with their business operations in order to achieve organizational goals and
gain a competitive advantage.

Mergers and acquisitions are tools used by businesses to achieve organizational goals—
tools that have far-reaching consequences for employees at all levels as two organizations
attempt to merge into one. HR professionals are frequently pivotal in the core due diligence
activities of an acquisition. During due diligence, information about talent and culture, as well as
standard assessments of employee benefit plans and liabilities, compensation programs,
employment contracts and policies, legal exposure, and other factors, can provide insights into
the value of a property and its workforce, reducing the likelihood of unhappy and costly surprises
after the deal is completed. The ability of the people who drive the business to drive, lead,
formulate, execute, and implement mergers and acquisitions is critical to their success.