The personnel service in any enterprise performs a lot of functions. One of them is the development of plans for recruiting all personnel exclusively in accordance with the program of further development of the company.
Personnel planning at any enterprise is nothing more than focused activity, which is focused on providing jobs at the right time and in the right amount exclusively in accordance with the inclinations and abilities of the employees, as well as the requirements of the organization.
Effective staff planning allows you to fill vacant positions, evaluate the career opportunities of various specialists within a particular company and, as a result, reduce staff turnover.
Personnel planning answers many questions. How many workers are needed, what level of skill, how to attract the right staff and reduce unnecessary, how exactly you can use the workers based on their abilities and so on.
Personnel planning at any enterprise is carried out in stages. The first step is to assess the available resources. This means that you need to constantly determine the number of employees who are engaged in the implementation of each operation necessary to achieve a specific goal. In addition, it is necessary to identify the professional skills of employees and indicate the number of employees who possess them.
The second stage of personnel planning is the assessment of future needs. This refers to the forecasting of the specific number of staff that is necessary to implement not only short-term and medium-term, but also long-term goals. In this case, it is necessary to take into account some factors, for example, the state of the national and regional economy, retirement of employees, the state of all financial resources of the company, and so on. For effective forecasting, methods of expert estimates, mathematical statistics, and others are widely used.
The third stage, which includes personnel planning, is the development of a specific program of action in order to meet future needs. It is necessary to build a schedule and draw up a list of measures for attracting, as well as hiring, effective training and promotion of employees.
If the personnel planning is not taken seriously and dishonestly, then the company may experience quite big problems. It must be remembered that it is used by any organization, regardless of whether this is clearly happening or not.
The personnel policy of the enterprise is formed using the system of norms and rules that underlies all personnel events. This system should bring the human resource in strict accordance with the company's strategy.
New organizations are now characterized by the formation of an exclusively open personnel policy. They pursue an aggressive policy regarding the conquest of the market and are focused on rapid growth and fairly rapid entry into the forefront of an individual industry. For potential employees, the personnel planning of such an organization is transparent at any level. For such a company, the experience of a specialist in other enterprises is not important.
Closed personnel policy enterprises are focused on creating a certain corporate atmosphere. In such companies, staff is included exclusively from a lower position. At the same time, filling in other positions occurs only from among those employees who already work here.
Human resources planning is an element of the personnel management system. And its basis is a special management mechanism, which includes the basic principles of personnel management , methods, functions, and so on.