Human Resources Management: Effective HR Planning Programme

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Planning is an involving activity and should not be neglected. It normally has a starting point and some objectives to be achieved. Information needs to be collected using several methods. One of the methods is using interviews, where you talk to the company staff and management. Another method is using fill-in questionnaires and also through direct observation. The gathered information will be used to guide the management to make sound decisions. The information will help achieve the target goals of the organization. Therefore, there should always be an effective HR planning program.

HR helps in planning in an organization to achieve its objectives. This means an orderly study of the management requirements to keep enough workers for the smooth running of the organization. Also, ensure the employees have the required skills to meet the needs of the organisation. The employees are the key contributor to the success of an organisation. Their needs should therefore be considered they normally seek employment because their reasons. They should therefore be rewarded adequately to settle their requirements. This is possible where HR provides a market strategy to all level managers, there are strategic and operational managers. It is also supposed to look at the organization of the work done. This involves maximizing quality and minimizing costs.

This enables the experts of HR to be dignified associates in business. The human resource management also addresses the issues of staff to strategic managers. It links the operational managers to the strategic level management. It ensures there is good coordination in the operations of the organisation. HR also gives support to any form of change taking place in the organization. These changes could be new technological advancement and may be increase in staff.

The HR should be able to give enough support to new technology. This can be achieved through staff training of the operation of new technology. If the organization needs to employed more staff i.e. skilled staff, the HR should be able to do the recruitment of staff. This is to say it ought to hold up the tasks related to change. It also handles what the customer expects from the organization. This is used to evaluate the business satisfaction to the customers

HR professionals are experts in the executive management. They ensure that operations go on as stipulated. They should work to reduce cost and improve the benefits of the organization they work to ensure efficiency. These executives should always analyse how workflow takes place in an organisation. They are responsible for rethinking the modes of operation in a business. They enable sections of a company to share executive services the HR professionals should strive to get work done faster and less expensive. Handling of employee issues is yet another significant role in human resource management.

Organizations in the past used to have a good strategy for employees. It provides security for them and expectations for promotions at work. But nowadays this has withdrawn. There is also not an effective way of communication between the staff and the management.

HR ensures that employees have skills to enable them meet organizational goals. It is also responsible for motivation of employees hence providing a good working environment. It ensures they get better salaries. The service delivery depends on the ability of the HR to coordinate the employees in an orderly manner. The HR ensures that the employees work well to deliver the set goals. The management should always have good strategies for rewarding and motivating the company’s employees.

They should given incentives for motivation and their salary should be satisfying to them. This will greatly help the organisation to reach the desired objectives and its production will go up. There should also be additional training for these workers to improve their technical skills. This will ensure that every skill needed for the organisation’s success is available (Legge, 2005).

HR manager is part of strategic planning team. This is because the HR planning is done strategically. Because of the density is the HR activities make them to be strategic. The manager work to see the company achieves the set objectives by strategic managers. It evaluates the set goals and derives ways of achieving the goals. The HR manager therefore has strategic roles. He is responsible for hiring and firing of staff. He decides when new staff should be recruited according to organisational needs.

He together with other managers makes decision change processes of change and transformation that should be implemented. Management in business is a situation where people are brought together to fulfil the objective goal of a business. It includes proper planning, directing, division of labour, staffing and monitoring. It also involves being able to make informed decision making under pressure.

Decision making involves choosing a course of action among a lot of alternatives. Management team are persons who are directly accountable for running of the bossiness. HR manager forms a part of this management team. For a business to flourish the business team have to work together in unity and orderly manner. The HR planning is a part of line management. This is the chain of command procedure. The planning is a stepwise procedure and deals with matters that directly affect the organisation.

Ethical issues do not have a lot of stress in HR. This is so but these issues occur throughout the organisation lifetime. Changes in a company introduce the moral dimension in human resource management. Most organisations do not put into consideration these ethical issues. However they are of great significance. These involve issues of insecurity of the organisation and its information. Also concerns any potential risk that may occur during the operation of the organisation.

The policies of HR and their advancement is a major contribution to these issues. Employee payments and their contracts issues are handle by the HR. The monitoring of the working of staff is yet another ethical issue. Employees’ daily operations are monitored and controlled. This may affect their privacy since everything from calls to e-mails is tracked. This is an invasion of privacy to individuals’ private life.

The staff may not be happy about this. The employees are mostly required to disclose almost everything about them. This eliminates autonomy and confidentiality. This is done by imposing several tests and interrogations to employees. The HR also enforces some attitudes through change policies and reforms. The programs are meant to introduce other attitudes to the staff of an organisation. Another issue arises through evaluation and rating of employees.

They are normally put through some tests to evaluate their current performance in the organisation. They are then graded and classified accordingly. The management perform these evaluations to find out several things about the staff. They can know the available skills and capabilities on their staff. This also helps identify those who have attractive behaviour and a good motivation to work.

The employees who are found to be very committed to their work in achieving the company objective are appreciated. This encourages them to work harder. Keeping an audit trail is another important issue with organisational ethics. This keeps all information on the activities performed by a user of a system. This is done from the time they log in to the time the sign out. This will help in monitoring the use of the system and in case of any crime performed it will be easy to know the person responsible i.e. the user of the system at that particular time. There some challenge however faced by the HR during its operations.

The organisation is under a changing situation. The HR therefore must work to adjust to these changes and implement change control policies. This is not an easy task. The HR requires finances in their activities some companies however do not allocate enough funds to this department hence giving them some difficulties (Mathis & Jackson, 2007).

HR is involved in CSR initiatives. The operations of CRC need to be co-ordinated. An effective and efficient CSR is dependent on the attention given to it by the organisation. Human resource is the most essential contributor to the well working of CSR. If HR is not involved there are many unexpected happenings. To therefore reduce the possibility of risk occurring in the operation of CSR the HR should always take part.

This is where the strategic role of human resource is majorly depicted. HR is a business partner. CSR is normally implemented to foster reforms in an organisation. For change to take effect, an effective CSR should be in place. It also reinforces the top management for the company to be successful. HR ensures there is good communication and establishes effective communication links within the organisation. This leads to effective communication among all levels in the organisation. It also works to implement policies and ideas. This is the major role of HR.

It manages the cultural and behavioural dynamics within an organisation. These however are part of the CSR activities. Through the HR involvement in line management and the strategic team, it is seen to play the same role as CSR. The HR and CSR are responsible for the effective running of a business. They work together towards the success of the business. Without one of them there is no guarantee for smooth running of the business.

HR controls all the crucial systems including information systems in an organisation. CSR also take part in activities that are performed by the HR. These activities may include the hiring and firing of employee, the decision on the number of staff needed and their payment issues. They are also involved in deciding how employees should be rewarded and appreciated. The employee motivation is yet another concern for CSR.

Training of the organisational employees and establishing effective channels to foster communication between them and the top level team. The employees work according to the motivation they get and how the company treats them. It has been seen that reward employees are more productive than less motivated ones. CSR therefore work to ensure the company achieve the targeted goals and its objectives. The HR therefore plays a leadership role. This is so since HR supports administrative change. They are part of the strategic in making decisions concerning the organisation. It works towards enhancing the professionals in leadership skill in the organisation.


Legge, K., 2005. Human resource management: rhetorics and realities. London: Palgrave Macmillan.

Mathis, R. & Jackson, J.H., 2007. Human Resource Management. 12th ed. New York: Cengage Learning.

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