According to Susan E. Jackson and Randall S. Schuler of New York University, human resources planning used to be directed mainly at filling positions in a timely and appropriate manner. Today, in a rapidly shifting work environment, the priorities of human resources planning have moved toward a staffing approach that can accommodate different contingencies. Human resources planning is important to an organization because it ensures that your staff can handle unanticipated situations that arise as your company evolves.
Hiring is a vital aspect of human resources planning because it provides the gateway for bringing in new employees and choosing individuals suited to the company's culture and activities. When hiring, your human resources department can look for an applicant who specifically fits the job criteria or someone who is the most versatile individual. The former approach is safe and relatively predictable, while the latter approach more effectively prepares your company for changing markets and circumstances such as new products and new challenges.
The staffing aspect of human resources planning is important for an organization because it ensures that individual employees are delegated responsibilities suited to their skills and proclivities. When creating a schedule, your human resources department can schedule employees for job responsibilities that specifically fit their experience and skill sets or assign them to situations that build skills and expand their comfort zones. The former approach meets immediate needs, but the latter approach more effectively prepares your organization for new challenges.
Human resources planning with respect to benefits ensures that your workforce will be satisfied and stay with your company long enough to build skills and knowledge. Your employees are arguably your company's most important resource because they develop insights, experience and innovations that are collectively greater than the contribution of any single individual. Benefits such as health insurance and matching IRA contributions can be expensive, but it can be even more expensive to lose employees and rebuild your company's knowledge base from scratch.
Few companies function smoothly all of the time, and this is fortunate because new challenges arise from trying new products and services and entering new markets. Troubleshooting is important for human resources planning because it enables your company to hire individuals who can deal with unforeseen circumstances. In addition, a human resources department engages in troubleshooting of its own by adjusting staffing needs and schedules as circumstances change and key employees move on or request scheduling adjustments because of shifting personal circumstances.
Devra Gartenstein founded her first food business in 1987. In 2013 she transformed her most recent venture, a farmers market concession and catering company, into a worker-owned cooperative. She does one-on-one mentoring and consulting focused on entrepreneurship and practical business skills.