Personal Planning and Equiting

3. Analyze and briefly explain personnel planning and employee recruiting in organization that you are in or any organization of your choice. Give your comment.

Personnel planning deals with determining the future qualitative and quantitative needs for personnel according to the organization’s strategic and operational demands. With qualitative needs is meant competence of the personnel as well as educational-, age- etc. structures. It is necessary to determine the natural attrition of the personnel in future years. The difference between supply and demand will indicate the future quantitative and qualitative need for personnel. This information has an effect on the recruitment and development planning of the personnel and on the measures taken. In a broader sense personnel planning encompass the most personnel strategic and leadership duties, for instance delegating tasks and shifts as well as looking after the well-being and competence of the personnel. Personnel planning aims to reduce waste in employing people, lessen uncertainty about current Personnel levels and future needs, and eliminate mistakes in staffing. Its purposes also include avoiding worker and skills shortages, stopping the profit-eroding effects of being over- or understaffed, preparing succession plans and shaping the optimum future work force by hiring the right managers, technical specialists and skilled workers in appropriate numbers. Companies with fewer than 100 employees usually assign the Personnel planning function as an additional duty to a specific executive, such as general manager, production manager or the personnel manager. Large companies employ a Personnel-planning specialist and may create a separate department for the function. The position of the planner is not as important as the qualifications of the individual. The task is advisory and investigative. Whoever runs the planning operation is a staff rather than line person and will not issue direct orders to other...