Human Resource Planning Approaches and the Virtual Network

Vosikata, Sunia (2024) Human Resource Planning Approaches and the Virtual Network. In: Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer Nature, Switzerland. ISBN 978-3-319-31816-5

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Abstract

In recent years, the failure to properly differentiate
the practicalities of human resources planning (HRP) and its ensuing approaches has infiltrated the merits in human resources recruitment, selec�tion, and performance policies for many public sector institutions. Against this backdrop, the question of whether public sector organizations are actually selecting on merit remains somewhat unanswered and has become an overwhelming challenge. For clarity sake, in this entry, the fol�lowing terms will be used continuously: human resources planning (“HRP”), human resources (“HR”), manpower planning (“MP”), workforce planning (“WP”), talent planning (“TP”), knowl�edge, ability, skills, and others (“KSA&O”). The notion that the organization is upholding
meritocracy would be otherwise delusional if the proper HRP approaches is not seriously pursued by organizations. For that matter, it may disorient the role of the human resource (HR) function and distort recruitment, selection, and work performance policies and measures. Specifically, it may not provide accurate data (information and opinion) on HR practicality issues, and may not assist line managers in dealing with people issues. These are critical roles of HRM. In hindsight, the information gathered from the stated roles of HRM provide the basis for a human resource plan (HRP) that has short-, medium-, and long-term aspects and this depends on resourcing decisions, particularly HR. Price (2011) defined HRP as a process that anticipates and maps out the consequences of business strategy on an organization’s HR requirements and this is reflected in planning of skill and competence needs as well as total
headcounts. The efficient utilization of HR may be thwarted when unforeseen worldwide phenom�ena like the COVID-19 pandemic impinges on the labor demand and labor supply forecasts. In essence, the formulation of pandemic policies is critical to sustain public sector operations and
cushion the labor supply/demand disparities. Fur�ther, the operations of public and private sector institutions during the Covid-19 pandemic had justified the need for virtual communications as employees for most organizations are separated by time, geographic distance, culture, and/or
organizational boundaries and rely exclusively on technology for interaction between team members.

Item Type:	Book Chapter
Subjects:	H Social Sciences > H Social Sciences (General) H Social Sciences > HD Industries. Land use. Labor H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Divisions:	Faculty of Business and Economics (FBE) > Graduate School of Business
Depositing User:	Sunia Vosikata
Date Deposited:	26 Jan 2025 23:42
Last Modified:	26 Jan 2025 23:42
URI:	https://repository.usp.ac.fj/id/eprint/14772

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