Module 2: The Operative Function

By: Ferdinand M. Dela Cruz

The HR Planning
 Defined as the process by which management ensures that it
has the right personnel who are capable of completing those
tasks that helps the organization reach it’s objectives.
 It is the development of strategies for matching the size and
skills of the work force to organizational needs.
 Obtaining the right numbers and kinds of people and at the
right time to fulfill organizational needs.
 Assessing the organizational goal and changing conditions
and making plans to ensure that a competent motivated
work force is employed.
 It is a process by which a company ensures that it has the
right numbers and kind of people in the right places at the
right time, doing the things for which they are economically
more useful.
 It is the method for determining future human requirements
and developing action plans to meet them.
 It is defined as strategy for the requisition, utilization,
improvement, retention, recruitment, and development.

Why do we Conduct HR Planning?

 Organization may not be in a position to compete in the
marketplace.
 Whenever business exits and employs people, it has some
sort of Human Resource Planning.
 It is important to anticipate future staffing needs by
forecasting the supply and demand of the Organizational’s
HR.
 Effective HR Planning save the organization unnecessary cost.
 Will allow to make management decisions to support the
future direction of the organization.
 Important in the budgetary point of view so that you can
factor the cost of recruitment, training, management
restructuring right sizing into department budget.
 Budgeting- an estimate of the income and expenditures for a
future period of time usually one year.
 Anticipating the future staffing needs by forecasting the
supply and demand of the organization’s human resources.
 Effective and Efficient use of Human Resources. HR Planning
helps in scheduling recruitment and selecting effectively by
providing information that determine how many people are
needed and the kind of people needed for job opening.
 Can identify the mix of skills it will need in the future, can be
used to plan for its recruitment, selection, and training and
development practices.
 Employees are satisfied and better developed because they
are participate in planning their own careers and to share in
training and development experiences. The employees feels
that their talents are important to the employees and have
better chance to utilize those talents. This situation leads to
greater employees satisfaction.
  Systematic Planning of Human Resources- a company can be
better assisted in attaining its goal and objectives.

Effectiveness of HR Planning
● Over Staff - the employer is playing employees who are
doing nothing or less that their optimum productivity.
● Under Staff - productivity and quality may suffer because
there is not enough people who are available to perform the
work effectively.
 Under Staff affects overtime cost, physical strains
(stress) due to over worked staff, it will affect their
physical well being and morale.
● Honest Self - assessment that clearly identifies the following:
 Strengths and Weaknesses of the Company.
 Manpower workforce needed in the future considering
the Business Plan.
(Business Plan- the description of the future direction of
a business.)
 What are the competencies and Skills needed.
 How much it cost.
HR Planning Process Involves
● Carrying out a skill analysis of the existing workforce
● Carrying out manpower forecasting
● Taking action to ensure the supply meets demand.
● Development of training and re-training strategies.
● How much it cost.
Overview of HR Planning Process
Demand
Environmental Direction- Human Resources, Strategic
changes
Organizational Direction- Employees Development, Process
changes
Supply
Internal Work Force- Finance, Budget and Operational
changes
External Work Force- Logistical Support, Evaluation and
Feedback

Recruitment
 Is the entry point of all workers in the organization.
 This is an important channel where management can begin
inculcating corporate values in the employees.
 A major responsibilities of HRM
 The HR Manager come up with the plans and strategies for
hiring the right kind of people.

Factors Included in the Recruitment

 Qualifications
 Specialization
 Scope of Tasks
 Job Descriptions
  Compensation
 Major Responsibilities
 Screen According to their Aptitudes
 Resume

Training
 Is the systematic development of the attitudes, knowledge,
skills and behavior
 Opportunity to sharpen skills
 Develop skills thru seminars (in house/ online/ outside the
company)
 Key to development to achieve corporate perspective thru
training programs
 Is a systematic process that will help the employees acquire
the right knowledge, attitude, skills and habit to improve
current performance.

Performance Appraisal
 Is the evaluation of performance based on Key Results Area
(KRA) or other word Objective.
 It encourages employees working in an organization to work
according to their potentials and gives them suggestion that
can help them to bring about improvement.
 Measurement of accomplishments and achievements.
 Provide necessary information regarding performance.
Managing Conflicts/ Disputes
 In the organization, there are several issues on which
disputes may arise between the employee and employer.
 Conflicts are almost inevitable
 HRM should act as mediator, consultant, to sort out those
issues in an effective manner.
 Encourage inter-action, impartial, no bias
 Decisions must be based on companies’ rules and
regulations, Collective Bargaining Agreement (CBA), DOLE
(Department of Labor and Employment) for last resort.

Managing Conflicts/ Disputes: strategies and Tactics (Options)

 Collaboration- working together to achieve goal (win-win)
 Consultation, Persuasion, Consensus
 Avoidance- snub the meetings, communication, talks
 Compromise- tolerating the guilty
 Accommodating- willingness of both parties to settle the
disputes
 Confrontational- frank, loud voice before peers, office,
friends, shaming someone in public

Workplace Safety - Health and Safety

 The company must have a program for safety awareness
 The company must provide a company nurse complete with
first aid kits
  Conducts safety drills (fire and earthquake drills) with proper
coordination with the authorities (local fire department)
 The company shall provide safety equipment such as Fire
Extinguishers, etc.
 Protects the employees from physical danger, financial loss,
mental discomfort, embarrassment, worry and emotional
anguish

Reference:
Crispina Rafol Corpuz, Ph.D. (2015) Human Resources Management,
Revised Edition
Feliciano R. Fajardo (1997) Management
Morgen Witzel, (1999) Dictionary of Business and Management
Christopher (2020) Human Resource Management and Technical
Change. Tritech Digital Media

Planning is bringing the future into the present so that you can do
something about it now.
- Alan Lakein

The Challenge
The spark to imagine, the daring to innovate, the discipline to plan,
the skill to do, the will to act, and the commitment to excel lies on you!