Strategic organizational planning is related to Human resource planning in that both practices provides for the future of an organization.
It is the method of identifying where an organization wants to be and working towards achieving such vision through a systematic design and implementation of relevant steps.
In summary, human resource planning aims at foreseeing and provision of human resources, manage external factors that affect an organization and balance them with internal factors as well as encourage the employees.
If well applied, the sequel becomes secured future of such organization, reduced input cost as well as makes for highly talented staff.
Furthermore, the organizational strategy planning involves the development of a mission, vision, goals and objectives, core values and steps towards achieving them.
Thesis Human Resource Planning
The planners define what the organization is all about and set the priorities.
Strategic planning more precisely, is a process for setting future directions, a means to reduce risk, a vehicle for training managers and direct supports, a process for making strategic decisions, a way to develop consensus among managers and direct supports and a means to develop a written long-range plan.
If properly designed, it can serve as a framework for decisions or for securing support/approval, provide a basis for more detailed planning, explain the business to others in order to inform, motivate & involve, assist benchmarking & performance monitoring, stimulate change and become a building block for the next plan.
The benefits of human resource planning are immense and cannot be overemphasized.
It harmonizes an organization’s vision, mission and goals and objectives with its activities and provides for the future of any organization. Organizations must learn to constantly evaluate the performance of its employees and effectively too.