Planning in Organisation for Creative Workforce Essay

Planning in Organisation for Creative Workforce - Essay Example This suggests that most of the organisations fail to utilise its workforce due to lack of planning leading to employee dissatisfaction. An employee who does not find any motivation into the job he performs, learns nothing out of the routine work, is not rewarded for any outstanding performance, and sees no challenge in his job is less likely to be motivated to work enthusiastically and perform at his best. Bramham (1987) propounds the most important aim of human resource planning in an organisation to foresee future need for employees not only in quantitative terms but also in qualitative manner such as the skills, calibre, performance and attitude required for particular types of jobs. Dessler (1999, p2) says that human resource management is all about devising policies and strategies for the employees working in the organisation. It includes selecting, training, evaluating, appreciating and providing convenient working environment for the employees. It shows that planning for creative workforce is very crucial for the survival and success of an organisation. The organisations use planning to select the kind of personnel it needs, motivate them and retain them towards future enhancement of organisational objectives. The organisations plan to realise organisational needs for workforce in future and take calculated steps to retain its employee through various means. In fact, human resource planning does not only enable an organisation to retain its employees but also to 'treasure' them so that they can gain more creative and efficient workforce. The use of planning by organisation to gain more creative workforce... Planning is the most important aspect of organisational management. Workforce planning is the key to acquire the kind of people the organisation needs and to retain them through various motivating factors such as salary, promotion, job security, learning opportunities, performance appraisals etc. It shows the criticality of organisational planning concerning human resource. Every organisation needs to plan in a proactive manner the labour needs that will arise in future. It will ensure that the organisation strives to attain the employees with suitable skills and attitude to train them for upcoming change. In this way, the organisation will have the 'right team' prepared for challenges when the time actually comes. Mullins (1996) maintains that human resource planning if done in an efficacious manner can enable the organisation to take imperative steps for the enhancement of employee productivity level at the right possible time. It assists the organisation in meeting all the necessary human resource requirements from hiring to firing in a systematic way. This reflects that human resource planning makes an organisation realise the factors undermining the productivity and calibre of its employees keeping them from achieving organisational objectives before it becomes too late. Most of the organisations do not actually plan to acquire highly qualified and skilled labour force, but most often to retain the employees on whom the organisation has already exerted substantial money and time. It mirrors that organisation will risk the creativity of its workforce if it does not properly plan for the development of its employees. Mathis (1997, p314) suggests that, â€Å"development can be thought of bringing about capacities that go beyond those required by the current job†¦As such, it benefits both the organisation and the individual’s career†.