Human Resources Planning

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Harvard University *

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MISC

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Business

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Nov 24, 2024

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Uploaded by ProfessorKangarooMaster2666

HUMAN RESOURCES PLANNING 1 Human Resources Planning Name of the student: Name of the professor: Institution: Course: Date:

HUMAN RESOURCES PLANNING 2 Discussion Question 1: Assess why strategic HR planning is important to organizations. The firm may run effectively and succeed in the present thanks to good HR preparedness. HR professionals that assist a firm build its HR strategy aid it in handling its personnel strategically (Churchill & Palmer, 2020). In actuality, HR training may assist employees get the essential job preparation they need to accomplish their goals. Additionally, it will result in advancement and, ultimately, a safer workplace for employees. The recruitment of new workers and the selection of people who are compatible with the company's culture and activities are made possible by human resource planning. HR planning makes ensuring that each employee's assigned duties are customized to match their talents and aptitudes (Mello, 2010). Benefits-based human resource planning guarantees that your personnel are happy and stays with your business for a sufficient amount of time to acquire skills and expertise. Employing people who are able to handle unanticipated circumstances is made possible by human resource planning. Discussion 2 Evaluate the reasons predicting that the demand for healthcare workers will increase, and the reasons that the supply will decrease. What can governments due to the increase in supply? What can employers do? The aging of the American population is undoubtedly increasing the demand for health care services such as cancer and obesity services, as well as contributing to a shortage of health care professionals, as stated by Shington (2022), who estimates that the U.S. population is increasing by "25 million people every decade" (Barrett, 2016). According to Barret (2016), "the number of people in the United States over the age of 65 is expected to double between 2000 and 2030" (Barrett, 2016). In addition to having twice as many medical visits as persons under 65,

HUMAN RESOURCES PLANNING 3 older adults also have much higher rates of cancer than younger people (Barrett, 2016). Over the past 15 years, the average number of medical visits by people over the age of 45 has increased significantly, and the baby boomer generation is expected to continue to increase demand for healthcare services (Fry, 2016). Another element driving increased demand for health care is the speed at which medical advancements are occurring. The research also discovered that the majority of medical breakthroughs, such as those in the area of cardiology, have raised the demand for services. Due to the retirement of many senior physicians, the supply of healthcare professionals is falling. These physicians are being replaced by a new generation of medical professionals who choose to work part-time or in fields like dermatology or neurology where on-call responsibilities are less common (Barrett, 2016). Less patients are being seen by the current generation, and they value lifestyle factors more than their elders did, which would cut down on supply. Since 1998, there has been a persistent shortage of nurses. This was the longest-lasting nursing deficit in more than 50 years, and it was due to a scarcity of nurses rather than an increase in the demand for nursing services (Barrett, 2016). The government may improve the supply of healthcare professionals by offering financial assistance in the medical area, offering free tuition, and encouraging more students to pursue careers in the medical industry (Mello, 2010). Employers may provide debt payback arrangements to recruit and retain medical specialists. For employees pursuing degrees or training in healthcare sectors where it is challenging to find and keep qualified healthcare professionals, employers may also provide grants. In order to help scholarship candidates who are enrolled full-time in an authorized educational program complete their degrees, employee facilities may provide them scholarships and replacement wage assistance.

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HUMAN RESOURCES PLANNING 4 References Barrett, S. T. (2016). U. S. Health care workforce: Supply and demand projections and federal planning efforts. Nova Science Publishers. Fry, R. (2016). Millennials overtake baby boomers as America’s largest generation. Pew Research Center. Retrieved from http://www.pewresearch.org/facttank/2016/04/25/millennials-overtake-baby-boomers/ Mello, J. A. (2010). Strategic Human Resource Management. ResearchGate | Find and share research. https://www.researchgate.net/publication/228454120_Strategic_Human_Resource_Mana gement Shington, E. (2022). Eye on Washington : Oncology times. LWW. https://journals.lww.com/oncology- times/Fulltext/2006/08100/EYE_ON_WASHINGTON.3.aspx Churchill, F., & Palmer, S. (2020, February 27). How to do HR Forecasting and Planning. People Management. Retrieved from http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2013/01/29/6487a- 200203.aspx

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