IOP 3702
Student number: 61169285
Unique Number: 630180
Assignment: 3
Semester: 1
Year: 2022
Due Date: 23/05/2022
, 61169285
Table of Contents
Human resource planning. .............................................................................................. 3
Human resource planning process. ................................................................................. 3
Investigative phase. ..................................................................................................... 3
1. External influences.......................................................................................... 3
2. Internal influences. .......................................................................................... 3
3. Organisational culture. .................................................................................... 3
4. Organisational objectives. ............................................................................... 4
Forecasting and Estimations phase. ............................................................................ 5
1. Workforce analysis.......................................................................................... 5
2. Forecasting future demand ............................................................................. 5
3. Forecasting the supply of inside candidates. .................................................. 6
4. Forecasting the supply of outside candidates. ................................................ 6
5. Reconciling demand and supply ..................................................................... 7
Planning Phase............................................................................................................ 8
Implementation Phase. ................................................................................................ 8
Bibliography. ................................................................................................................... 9
Declaration. ..................................................................... Error! Bookmark not defined.
2|Page
, 61169285
Human resource planning.
Human resource planning is a tool that is used within the personally psychology. It is an
on-going process of planning that is used to make the best use of the company’s
workforce. Employees (also known as human resources.) are seen as one of the most
vital assets of any organisation. Human resource planning is also closely linked to the
organisations strategic planning, their objectives as well as their organisational goals.
Because the human resource is so tightly linked with many other aspects of the
organisation it is vital to recruited the best and qualified employees to fill job positions to
ensure that the organisations’ objectives and goals are achieved. Simplified, the key
purpose of human resource planning is to get the right number of employees with the
right sets of skills and qualifications into the right jobs at the right cost to the company.
Human resource planning process.
The human resource planning process can be divided into four main phases. This is the
Investigative. Forecast and Estimations, the Planning Process and Implementation.
Investigative phase.
In this first phase of the human resource planning process information is gathered
through various research methods yet always taking into consideration the variety of
influences on the organisation itself. Results can this be drawn from studies and
analysis of the environment is which the organisation is operating in. It is this
environmental analysis that is used to measure the current human resource
requirements. All this information centres on four general pillars.
1. External influences.
These are the environmental factors outside of the company but they still have a large
effect on the company’s human resources. They are also commonly referred to as
PESTLE factors which represent political, economic, social, technical, legal and
ecological factors.
2. Internal influences.
These are the environmental factors that stem from inside the company. Internal
influences can be defined as the attitude adjustments of employees, launching of new
technologies or protocells or even the introduction of an early retirement choice.
3. Organisational culture.
These are the norms and values of the organisation itself along with the leadership and
management styles of the organisation. Whenever there are changes in the
organisational culture it will directly affect the organisation as well as the human
resource planning process.
3|Page
Student number: 61169285
Unique Number: 630180
Assignment: 3
Semester: 1
Year: 2022
Due Date: 23/05/2022
, 61169285
Table of Contents
Human resource planning. .............................................................................................. 3
Human resource planning process. ................................................................................. 3
Investigative phase. ..................................................................................................... 3
1. External influences.......................................................................................... 3
2. Internal influences. .......................................................................................... 3
3. Organisational culture. .................................................................................... 3
4. Organisational objectives. ............................................................................... 4
Forecasting and Estimations phase. ............................................................................ 5
1. Workforce analysis.......................................................................................... 5
2. Forecasting future demand ............................................................................. 5
3. Forecasting the supply of inside candidates. .................................................. 6
4. Forecasting the supply of outside candidates. ................................................ 6
5. Reconciling demand and supply ..................................................................... 7
Planning Phase............................................................................................................ 8
Implementation Phase. ................................................................................................ 8
Bibliography. ................................................................................................................... 9
Declaration. ..................................................................... Error! Bookmark not defined.
2|Page
, 61169285
Human resource planning.
Human resource planning is a tool that is used within the personally psychology. It is an
on-going process of planning that is used to make the best use of the company’s
workforce. Employees (also known as human resources.) are seen as one of the most
vital assets of any organisation. Human resource planning is also closely linked to the
organisations strategic planning, their objectives as well as their organisational goals.
Because the human resource is so tightly linked with many other aspects of the
organisation it is vital to recruited the best and qualified employees to fill job positions to
ensure that the organisations’ objectives and goals are achieved. Simplified, the key
purpose of human resource planning is to get the right number of employees with the
right sets of skills and qualifications into the right jobs at the right cost to the company.
Human resource planning process.
The human resource planning process can be divided into four main phases. This is the
Investigative. Forecast and Estimations, the Planning Process and Implementation.
Investigative phase.
In this first phase of the human resource planning process information is gathered
through various research methods yet always taking into consideration the variety of
influences on the organisation itself. Results can this be drawn from studies and
analysis of the environment is which the organisation is operating in. It is this
environmental analysis that is used to measure the current human resource
requirements. All this information centres on four general pillars.
1. External influences.
These are the environmental factors outside of the company but they still have a large
effect on the company’s human resources. They are also commonly referred to as
PESTLE factors which represent political, economic, social, technical, legal and
ecological factors.
2. Internal influences.
These are the environmental factors that stem from inside the company. Internal
influences can be defined as the attitude adjustments of employees, launching of new
technologies or protocells or even the introduction of an early retirement choice.
3. Organisational culture.
These are the norms and values of the organisation itself along with the leadership and
management styles of the organisation. Whenever there are changes in the
organisational culture it will directly affect the organisation as well as the human
resource planning process.
3|Page
