Human Resource Planning Between Criticism and Analysis

HUMAN RESOURCE PLANNING IS A PROCESS THAT IDENTIFIES THE CURRENT AND FUTURE HUMAN RESOURCE NEEDS OF AN ORGANIZATION TO ACHIEVE ITS GOALS, AND HUMAN RESOURCE PLANNING SHOULD SERVE AS A LINK BETWEEN HUMAN RESOURCE MANAGEMENT AND THE OVERALL STRATEGIC PLAN OF THE ORGANIZATION.
SINCE HUMAN RESOURCE PLANNING IS THE PROCESS OF THINKING ABOUT WHAT TO DO, HOW AND WHEN TO DO IT, IT REQUIRES US TO MAKE A SERIES OF DECISIONS THAT INCLUDE SETTING GOALS, ALTERNATIVES, POSSIBLE OPTIONS TO ACHIEVE GOALS, AND TRADE-OFFS TO DETERMINE THE ALTERNATIVE THAT ACHIEVES THE BEST ALTERNATIVES COMPARED TO GOALS.
THE PLANNING PROCESSES OF MOST ORGANIZATIONS DO NOT BEST DETERMINE WHAT WILL BE ACCOMPLISHED WITHIN A SPECIFIC TIME FRAME, BUT HUMAN RESOURCES PLANNING MUST BE INTEGRATED WITH BUSINESS PLANNING BY ALLOWING ORGANIZATIONS TO ASSESS THE CURRENT CAPACITY OF HUMAN RESOURCES ON THE BASIS OF THEIR COMPETENCIES AGAINST THE CAPABILITIES NECESSARY TO ACHIEVE THE VISION, MISSION AND BUSINESS OBJECTIVES OF THE ORGANIZATION, AND DEVELOP TARGETED STRATEGIES, PLANS AND PROGRAMS FOR HUMAN RESOURCES TO ADDRESS GAPS SUCH AS METHODS OF RECRUITMENT, TRAINING AND DEVELOPMENT. INCLUDING FILLING GAPS IN STAFF COMPETENCIES, AND MAKING CORRECTIONS AS NEEDED.
THE PRIMARY OBJECTIVE OF HUMAN RESOURCES PLANNING IS TO ENSURE THE BEST COMPATIBILITY BETWEEN EMPLOYEES AND JOBS, WHILE AVOIDING SHORTAGE OF MANPOWER. INSTITUTIONS NEED INNOVATIONS AND COMPREHENSIVE QUALITY THAT PROVIDE THEM WITH A COMPETITIVE ADVANTAGE, WHICH IS POSSESSED AND MANUFACTURED BY HUMAN COMPETENCIES, IN ADDITION TO THE NEED FOR COMPETENCIES THAT IMPROVE THE USE OF INFORMATION TECHNOLOGY THAT DO NOT SUFFER FROM INFORMATION POVERTY AND MAINTAIN FLEXIBILITY SO THAT THE ORGANIZATION CAN MANAGE CHANGE IF THE FUTURE IS DIFFERENT FROM WHAT IT IS. PREDICTABLE, AND HUMAN RESOURCE PLANNING IS BASED ON STRATEGIES SUCH AS TRAINING STRATEGY, RECRUITMENT STRATEGY, COMPENSATION STRATEGY, AND PERFORMANCE APPRAISAL STRATEGY.
FOR STRATEGIC HR PLANNING TO SUCCEED, THE LONG-TERM VISION MUST BE CLEAR AND FOCUSED, SO THE MAIN CHALLENGE IS TO GET PEOPLE TO LOOK AT THE BIG PICTURE, AND TO EXCLUDE PAST AND IMMEDIATE EVENTS WHILE DEVELOPING THE FUTURE PLAN.
THEREFORE, THE INTEREST IN THE DEVELOPMENT AND DEVELOPMENT OF HUMAN RESOURCES OCCURS TO US EXCELLENCE AND INSTITUTIONAL DEVELOPMENT IN ALL FIELDS AND THUS ACHIEVES THE VISION OF THE STATE 2030-2050, WHICH TARGETS SUSTAINABLE DEVELOPMENT AND FORESEEING THE FUTURE, SO WE NOTE THAT THE DIMENSIONS OF EXCELLENCE IN MODERN MANAGEMENT IS THE PURSUIT OF EXCELLENCE IN THE SENSE OF ACHIEVING UNPRECEDENTED RESULTS THAT SURPASS EVERYONE WHO COMPETES WITH IT, AND EVEN SURPASS ITSELF WITH THE LOGIC OF LEARNING, AND THAT ALL THE ACTIONS AND DECISIONS ISSUED BY THE ADMINISTRATION AND THE SYSTEMS AND EVENTS IT ADOPTS MUST BE CHARACTERIZED BY EXCELLENCE. THAT IS, THE PERFECT SUPERIOR QUALITY THAT LEAVES NO ROOM FOR ERROR OR DEVIATION AND CREATES A REAL OPPORTUNITY FOR THE CORRECT AND COMPLETE IMPLEMENTATION OF THE RIGHT ACTIONS FROM THE FIRST TIME