According to Borade (2011), the Human Resource Management (HRM) emphasizes the question about “What is the purpose of succession Human resource planning of organization?” This question asked how is the human resource planning in the human resource management is the function with the organization that matching internal and external supply of people with job opening anticipated in the organization over a specified period of time.

“The process of ensuring a suitable supply of successes for current and future senior or key jobs.” Say Borade (2011). Top management might be routed through the top jobs at several key divisions as well as overseas, Jeffrey Immelt, CEO of GE, moved through these positions from 1989 through 2001: vice president, consumer services, GE appliances; vice president, worldwide-GE Plastics America commercial division; president and CEO, GE medical systems; president and chairman, GE. The succession human resource management aim to make the succession human resource planning after they know how to make the succession planning in the organization. The lone-term success of any organization ultimately depends on having the right people in the right jobs at the right time. Organization objectives and the strategies for achieving those objectives are meaningful only when people with the appropriate talents, skills, and desire are available to carry out those strategies, say Borade (2011).

RESEARCH QUESTION

This assignment topic describes the human resourse management need to understanding and implements the succession planning of organization; and uses the question “What is the purpose of succession human resource planning of organization?” This topic not only how to make the succession human recourse planning in the organization and what is the element of the succession human recourse planning, and including the human resource planning effect for organization in the human resource management. But the main topic let people know the human resource planning importance in the Human Recourse Management and make what is relationship in the HRM and performance.

Planning is not as easy as one might think because it requires a concerted effort to come out with a programmed that would easy your work. Commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly. According to Borade (2011) what may be an important opportunities or threat to one firm may be meaningless to another. For example, it probably doesn’t matter to General Motors that Time Warner and AOL merged (although that merger was a big event for Seagram).

IMPORTANT OF STUDY

Planning is a process that has to be commenced form somewhere and completed for a purpose. It involves gathering information that would enable managers and supervisors make sound decisions. The information obtained is also utilized to make better actions for achieving the objectives of the Organization. There are many factors that you have to look into when deciding for an HR Planning programmed.

HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. Suppose you need to identify candidates for a plant manager’s job. You first ask the computer to create a list of candidates with 10 years’ experience, including at least 5 in manufacturing. The computer then gives you 189 possibilities.

HR planning makes the organization move and succeeds in the 21st Century that we are in. Human Resources Practitioners who prepare the HR Planning programmed would assist the Organization to manage its staff strategically. The programmed assist to direct the actions of HR department.

The programmed does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. This augment motivation and the Organization would become a good place to work. HR Planning forms an important part of Management information system.

HR have an enormous task keeping pace with the all the changes and ensuring that the right people are available to the Organization at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. The changes in composition of workforce not only influence the appointment of staff, but also the methods of selection, training, compensation and motivation. It becomes very critical when Organizations merge, plants are relocated, and activities are scaled down due to financial problems.

Suppose your company has identified a list of high-potential candidates and you use that as another criterion. Next, you decide materials management background is important, and that becomes another criterion. Based on this, the program narrows the list down to 77 candidates. Finally, when you ask for those who scored highest in the most recent performance appraisal, the list is reduced to a group of 11. The list is now manageable and you can list down, study their resumes, and plan for the future. Without the computer to help you search, you may very well have not considered all possibilities.

LITERATURE REVIEW

Background Information

The HUMAN RESOURCE PLANNING (HRP), sometimes referred to as work force planning or personnel planning, has been defined as the process of “ getting the right number of qualified people into the supply of people- internally (existing employee requirements. Once the employee requirements have been determined. HRP must devise plants for securing the necessary employees. Basically, all organization engages in human resource planning either formally or information. Some organizations do a good job and other a poor job.

The long-term success of any organization ultimately depends on having the right people in the right jobs at the right time. Organization objectives and the strategies for achieving those objectives are meaningful only when people with the appropriate talents, skill, and desire are available to carry out those strategies.

Quoting Mondy et (1996) they define it as a systematic analysis of HR needs in order to ensure that correct number of employees with the necessary skills are available when they are required. When we prepare our planning programmed, Practitioners should bear in mind that their staff members have their objective they need to achieve. This is the reason why employees seek employment. Neglecting these needs would result in poor motivation that may lead to unnecessary poor performance and even Industrial actions.

The main topic has three points to explain how to make the succession human resource management planning in the organization, those topic are manpower planning, Comparing requirements and availability, and Forecasting HR availability. Those three key points are element of the topic question.

Key Point 1 Manpower planning

A requirement forecast is an estimate of numbers and kinds of employees the organization will need at future in orders to realize it stated goals according to the human resource requirement can be projected, demand for the firm’s good and services must be forecast. Manpower planning is a relatively recent approach to human resource planning designed to get managers and their employees thinking about and involved in HRP. In addition to encouraging managers and employee to think about human resource planning, CMP provides a systematic approach to human resource planning. CMP generates three reports that supply the following information: 1. the supply of employees and the promo ability and placement status of each:2.the organization’s demand, arising from new positions and turnover and projected vacancies for each job title; and the balance or status of supply versus demand, including the name, job, and location of all those suitable for promotional for Lloyd L. Byars and Leslie W. Rue(1997)

Manpower planning is the process of analyzing an organization’s need for employees and evaluating how this can be met from the inter