Human resource departments are responsible for activities spanning a wide variety of core functions. In short, human resource activities fall under the following five core functions: staffing, development, compensation, safety and health, and employee and labor relations.

Human resources (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, and administering employee-benefit programs.

A human resource is one person within a company’s overall workforce, with each person lending their skills and talents to the organization to help it succeed. Any person willing to trade their labor, knowledge, or time for compensation in an effort to improve the organization is a human resource.

Human resources is the department within a company or organization that oversees the management and development of employees. This includes all aspects of the employee hiring process, such as recruiting, interviewing, hiring and training.

When you hear the term “human resources,” often the first thing that comes to mind is the department that handles the people stuff. But if you think about it, the name is about the “humans” who happen to be employees.

Dave Ulrich

The human resources field began to take shape in 18th century Europe. It built on a simple idea by Robert Owen (1771-1858) and Charles Babbage (1791-1871) during the industrial revolution. These men concluded that people were crucial to the success of an organization.

Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees.

Human resource planning enables businesses to meet their current and future demands for talent, allowing human resource managers to anticipate and develop the skills most valuable to an organization, and providing the enterprise with the optimal balance of staff in terms of available skill-sets and numbers of personnel …

HR plays a key role in developing, reinforcing and changing the culture of an organisation. Pay, performance management, training and development, recruitment and onboarding and reinforcing the values of the business are all essential elements of business culture covered by HR.

Read this article to learn about the five steps involved in human resource planning process.

• Analysis of Organisational Plans and Objectives:
• Analysis of Human Resource Planning Objectives:
• Forecasting for Human Resource Requirement:
• Assessment of Supply of Human Resources:
• Matching Demand and Supply:

There are two types of Human Resource Planning (HRP). Hard Human Resource Planning. Soft Human Resource Planning. HRP based on quantitative analysis in order to ensure that the right number of the right sort of people are available when needed is called Hard Human Resource Planning.

The main Characteristics of human resource planning are as follows:

• Future Oriented.
• Continuous Process.
• Optimum Utilization Of Human Resources.
• Right Kinds And Numbers.
• Determination Of Demand And Supply.
• Environmental Influence.
• Related To Corporate Plan.
• A Part Of Human Resource Management System.

Human resource planning is about ensuring that the organization has the employees it will need in the future, in the right jobs, with the right skills, and it’s one of the most challenging types of planning we cover on this site. In fact, it may be the most complex kind of planning a company can undertake.

Types of Planning

• Purpose or Mission Plan.
• Objectives or Goals Plan.
• Policies Plan.
• Procedure Plan.
• Rules Plan.
• Program Plan.
• Strategies Plan.
• Budget Plan.

The 4 Types of Plans

• Operational Planning. “Operational plans are about how things need to happen,” motivational leadership speaker Mack Story said at LinkedIn.
• Strategic Planning. “Strategic plans are all about why things need to happen,” Story said.
• Tactical Planning.
• Contingency Planning.

Planning is one of the four functions of management that allows a manager to develop and implement strategic action steps aimed at reaching an organizational goal. There are three major types of planning, which include operational, tactical and strategic planning.

Planning is important as by nature it enquirers about organizational goals and involves decision making about desired ways and means to achieve goals. Planning is the process by which managers establish goals and define the methods by which these goals are to be attained.

Planning is an intellectual process of logical thinking and rational decision making. In short, planning is a detailed programme of future courses of action.

The planning process provides the information top management needs to make effective decisions about how to allocate the resources in a way that will enable the organization to reach its objectives. Productivity is maximized and resources are not wasted on projects with little chance of success.

A plan is typically any diagram or list of steps with details of timing and resources, used to achieve an objective to do something. It is commonly understood as a temporal set of intended actions through which one expects to achieve a goal. Informal or ad hoc plans are created by individuals in all of their pursuits.

Planning helps to direct and redirect future for self and others for efficient living standard. For example if in future you may need money immediately, what you will do? That’s why most of the people save money, So that they can walk towards future confidently. That’s why planning is important to survive in life.

Now that the importance of having a plan is clear, here are four steps you can take to create your own foundation for action.

1. Write down your goal.
2. Create a plan by dividing your goal into chunks.
3. Review your plan daily.
4. Stay on target.

When talking about your future plans, share that you are a self-starter who intends to make the most of every opportunity you are offered. Example: In five years, I hope to be on a career path that will lead to a supervisory position, with a long-range goal of eventually moving into upper management.

How to Plan Your Life Goals and Actually Achieve Them

1. Make a List of Your Goal Destinations.
2. Think About the Time Frame to Have the Goal Accomplished.
3. Write Down Your Goals Clearly.
4. Write Down What You Need to Do for Each Goal.
5. Write Down Your Timeframe With Specific and Realistic Dates.
6. Schedule Your To-Dos.

15 Tips for Developing an Effective Success Plan

1. Know Your Goal. Know your goal.
2. Always Include the ‘Why’
3. Be Flexible in Your Planning.
4. Develop a Vision Statement.
5. Reach Out to Other People for Support.
6. Understand Your Market.
7. Validate Your Idea First.
8. Define, Develop and Deploy.

5 Steps to Success in Achieving Goals

1. Step 1: Set Goals with the Greatest Positive Impact.
2. Step 2: Make SMART Goals for Best Results.
3. Step 3: Writing Goals Down Is Essential.
4. Step 4: Think of Potential Obstacles and Real Solutions.
5. Step 5: Focus on Goals Everyday.

9 Basic Features of a Good Plan – Explained!

• It should define objectives:
• It should be simple:
• It should be clear:
• It should be comprehensive:
• It should be flexible:
• It should be economical:
• It should establish standards:
• It should be balanced: