The Impact of Human Resources Management in Strategic Plan Preparation

Abstract

The quantity and quality of Human Resources HR available in the organization is very important. Thus, the HR through which the various business activities are done. Hence it is considered vital to the organization's strategy.  HR planning is a matter of strategic dimension for all organizations, with direct relationship with its strategic plans, because it is built in the light of the requirements of the needs of its implementation. Hence, through which future needs of Organization of the HR necessary to implement its strategic plan are assessed and determined, so as to ensure its operational continuity and achieving the desired goals, and HR planning seeks to achieve a balance between the need for the strategic plan of the organization and its future overall performance regarding the HR of different kinds, and what is available from these resources in the future, through comparison between the work size required in the Organization's strategic plan, and the labor force which represents the potential of HR available in the future, if what is available is not enough for the amount of work required, this means that there is expected shortages in the labor force, and must be determined and then supplied. However, if he availability of these resources are greater than the amount of work required, this means an excess of resources in the future must be got rid of, because it represents the cost of the work that impact the organization's profits negatively in order to achieve a balance between the size of the future work of the organization established by the strategic plan with the labor force, which represents the potential of their HR.  Thus, HR planning is constant and sustained as long as the organization is existent and running in a diverse and unstable environmental variables, which makes the need for the Organization of HR variable between now and then, as long as there are cases of constant employment and dismissing in the organization, there will be work rotation rate because of these cases, because the external and internal environmental variables surrounding it does not enable it to control it especially for external variables. whereas the HR planning is responsible for estimating and identifying the needs of organizations business of HR. thus it is a work in progress accompanies the implementation of organization's strategies as long as they are existent and operating under an environmental permanent change.  Moreover, HR planning is a link between the organization's strategy and management of these resources, so that in the light of the data and the requirements of the strategic plan of the organization and trying to achieve its goals in the future, the HR planning shall forecast and then estimate and identify the needs of the Strategic Plan of HR, on which Human Resources Management HRM initiate establishing its work strategy so as to serve and contribute to the implementation of the organization's strategy. In the light of the needs of the organization of HR in terms of their numbers and quality, HRM shall draw their policies and programs of activities and practices in the areas of recruitment, selection, appointment and training and development … etc., and determine the scope of the exercise of these policies and programs within the organization. Hence, the results of HR planning are shaping the general framework of the strategy for the management of these resources, which will work within it, to be integrated and consistent with the implementation requirements of the Organization's strategy of human skills and competencies efficient and eligible for work with a high level of productivity and efficiency.