HR planning is one of the most vital elements to any company and its practices because each company relies heavily on its HR department for protection and direction. The planning process is not an easy task to do and it takes careful analysis of various areas of information to become successful. Essentially, HR planning comes down to helping a company make decisions that will support the overall growth and protection of a company. HR needs to be aware of how many employees it will need during hard economic times, what areas of skills are needed for organizational changes, what training needs to be performed or maintained that will support the direction of the company and many more. As an HR professional, critical thinking is necessary to the job position and responsibilities it requires to be one of the main arteries in a company’s operations. HR can truly make or break a company’s future and will always be required to ensure that a company is constantly maintaining the tools to be successful.
Can anyone think of some specific tools that are necessary for a company’s longevity, which are the responsibility of HR and its planning practices, particularly concerning developing training? What types of constraints might you need to be aware of when developing trainings for an organization?
Blanchard, N., & Thacker, J. (2013). Effective training (5th ed.). Boston, MA: Pearson. Chapter 5
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