Human Resource Planning

Basis Theory

    DefinitionHuman resource management is a science that governs labor relations and the role of which is owned by individuals efficiently and effectively , and can be used optimally in order to achieve common goals in an organization or company .Planning Human Resource Management is a process of determining manpower requirements and reconcile these needs means that the implementation plan in accordance with the organization or company .Human resource planning or manpower planning is a series of activities undertaken to anticipate the demands of business and environmental organizations in the future and to meet the manpower needs posed by these conditions .

    destinationThe purpose of HR planning is to connect human resources to the needs of companies in the future to avoid mismanagement and overlap in the performance of duties .The organization is planning activities of the company to hold a positive change for the development of the organization . In conclusion , HR Planning provide future guidance , determine where labor is obtained , when manpower is needed , and what kind of training and development of manpower to be possessed . Through succession planning , career workforce can be tailored to individual needs consistent with the needs of an organization .

    benefitCompanies can utilize existing human resources within the company better . Human resource planning also needs to be prefixed with the inventory of human resources that already exist within the company . The inventory includes:
a. The number of existing employees
b . various qualificationsc . Working life of each employee\
d . Knowledge and skills possessed , both formal and job training programs that have been        followede . Talent that still needs to be developed
 f . Interests of employees , particularly with regard to off-duty activities 

   HR Planning Case StudyHR Planning XLSince the old XL has implemented a system of Competency -Based Human Resource Management ( Competency - Based Human Resources Management CBHRM ) . This system is used as a basis for any decision relating to human resources , such as recruitment and selection ; learning and development ; career planning and so on . To ensure that every employee contributes awarded , XL implementing performance management system for employees XL . With this system , every employee makes a work plan that is then shared in order to help achieve the plan . At the end of the year , the employee 's performance will be evaluated and the results will be the basis of remuneration and employee career development . To support the work unit in solving strategic problems in the field of human resources , such as employment in strategic , organizational development , performance management , and so on - XL placing Human Capital Specialist as Human Capital Business Partners ( HCBP ) in work units . 

   The HCBP will assist and facilitate the completion of the human masalahsumber that exist in every unit . Their presence is an arm of Human Capital in the unit to speed up problem solving .In line with these commitments , XL also has programs and Succession Planning Talent Pool based on the philosophy of " developing leaders from within XL " . Included in this program is the determination of the attribute / main criterionexpected from the leaders XL , identification of potential individuals , and the development of the individual selected. The target is to anticipate challenges in the future . Since the old XL has implemented a system of Competency -Based Human Resource Management ( Competency - Based Human Resources Management CBHRM ) . This system is used as a basis for any decision relating to human resources , such as recruitment and selection ; learning and development ; career planning and so on . 

   To ensure that every employee contributes awarded , XL implementing performance management system for employees XL . With this system , every employee makes a work plan that is then shared in order to help achieve the plan . At the end of the year , the employee 's performance will be evaluated and the results will be the basis of remuneration and employee career development .To support the work unit in solving strategic problems in the field of human resources , such as employment in strategic , organizational development , performance management , and so on - XL placing Human Capital Specialist as Human Capital Business Partners ( HCBP ) in units of unit . The HCBP will assist and facilitate problem solving . Human resources that exist in every unit . Their presence is an arm of Human Capital in the unit to speed up problem solving . In line with these commitments , XL also has programs and Succession Planning Talent Pool based on the philosophy of " developing leaders from within XL " . Included in this program is the determination of the attribute / main criteria expected of the leaders XL , identification of potential individuals , and individuals are selected for development . The target is to anticipate challenges in the future .

    So seen from the employee , the organization and the national interests of a human resource planning is closely linked with one another can not be separated in mecapai a desired destination together .discussion of CaseThe concept of Competency Based Human Resources Management ( CBHRM ) was first introduced by Prof. Dr. David McClelland in the United States about 33 years ago . Can be defined that the Competency - Based Human Resources Management ( CBHRM ) is a pattern approach in building a human resource management system that is reliable to utilize competence as a central point . This is so that the company can improve the effectiveness and consistency of policy selection, promotion , compensation , performance appraisal , education and training , career planning , performance management , and strategic planning in the field of human resources to the optimum point . As a model of systematic , model application CBHRM allows companies to create an integrated management system to all systems and human resources policies .From the explanation above shows that xl case using CBHRM system for human resources plan , which means xl also wants to make its own leader from internal sources. In this way also makes the employees compete well in order to take office employees increased , because the system uses a system of competency assessment of each employee . Everything is done by:

    Assign specific work standards and continuously perform a series of concrete actions to meet the employment targets set.

    Determining the performance targets are clear, measurable and challenging . Then guide and motivate the staff to make it happen . Willing to accept and delegate responsibility . Can act decisively when necessary .

Managing and using its resources to achieve performance targets .
Continual process improvement to the performance itself .

 Including two-way communication open and provide feedback to employees forthright .

 Develop ideas to improve performance and take the necessary steps to make changes and ensure acceptance group .
Competence has been associated with vision , strategy and key organizational capabilities .
Standard competency dikomuninasikan continuously and actively used by all employees .

Competence successful is simple and easily understood by every employee raises - without always assisted by HR division .
Implementation of competency will be successful if he can be part of a new corporate culture .