Business

HUMAN RESOURCE PLANNING, STRATEGIC PLANNING, DEVELOPMENT AND IMPLEMENTATION

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The relationship between human resource planning activities and the organization’s strategic development and implementation.

Human resource planning activities involves analyzing, forecasting, implementation and evaluation. Analyzing involves a clear examination of information sources regarding the status of the organization. The important information sources that gives core human resource wants and needs include labor demand analysis and labor supply analysis (Bandad & Hozouri, 2014). By performing the labor supply analysis against the speculated demand it is possible for the company to identify the vacancies that are available and this therefore necessitates recruitment where deficit arises. Strategic development involves establishing of strategies that are meant to enhance the performance of an organization. This involves developing strategies that alter the structure of the organization including employees.

As a result it can be established that the analysis that is performed assists to identify the areas of weakness in terms of the organization structure of employees which in turn results to strategic development. Forecasting is also another human resource planning activity that helps to predict future issues that are likely to develop in the operational environment more especially in the demand and supply of labor. This aids the organization to perform the required steps to eliminate the challenges that are likely to develop. Strategic development on the other hand entails all the strategies that are set to ensure that there is efficiency in performance at the present times and in the future. Strategic development entails providing of training to the new employees and also ensuring research and development are performed to enhance employee performance in the future

Strategy implementation entails the way that an...