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Essay / Research Paper Abstract
This 8 page paper Describe the process of HR Planning in organizations, looking at the purpose and stages which are inherent within human resource planning. The paper then goes on to consider some of the challenges we faced HR specialists in the future, with specific attention to the practices, challenges and issues relevant to human resource planning in Ireland. The bibliography cites 9 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TEHRplanning.rtf
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Unformatted sample text from the term paper:
management of the firm. However, human resource planning can be a key element of a firm and its strategy, either as a supportive function or as part of the strategic
planning and management process. The process of HR Planning in organizations has increased in value and become more complex as the role of HRM has become more strategic, they
also allow a firm to consider the potential issues that HR specialists may face in the upcoming years. Ireland has a range of challenges to face, by considering the HR
process in Ireland HR professionals may not only be able to identify general issues, but also issues that are specific to the organizations and allow for planning around those issues
to take place. There are a number of definitions regarding what HR planning is, a good definition is given by the Canadian government, which states that HR planning is
" links people management to the organizations mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get
the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost" (Anonymous, 2008). This is not today
definition of human resource planning, as it focuses on the strategic aspects, as well as the purely practical aspects. Jackson and Schuler (1990), notes that for the planning to be
effective it should be integrated with the long and short term business objectives and plans of the organization. This long-term approach facilitates a proactive, Robert on the form and reactive
orientation which was seen in personnel management (Jackson and Schuler, 1990). There are a number of factors which will impact the way that human resource planning takes place; this
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