Human resources planning

Human resources planning means incorporating the human dimension into a forward-looking, strategic approach to developing the business. Human resources planning is an essential tool for an employer in thinking about the organization's needs and designing internal polices and practices. It is the basis for outlining career paths and job opportunities within the firm.

Human resources planning is also the essential element that allows the employer to articulate clearly the needs of the organization to partners in the community - the local board in decisions about purchasing training, the schools in influencing career development curricula through partnership and in planning placements for cooperative education, the colleges in advising on upcoming skills requirements, counsellors in providing them with relevant, timely information.

We believe that human resources planning serves the best interests of the employer, the employees within the organization, and those in the community where the organization is established. The integration of human resources planning into the regular operation of businesses helps bring coherence to the transition system. It facilitates the provision and distribution of information, the recruitment process, and the preparation of training plans both within the organization and in the community.

Human resources planning relates to issues such as cultural sensitivity in the workplace, stress reduction, equity issues, management skills, and career planning (see box, next page).

Employer-employee relations

The policies and practices discussed above, which are aimed at enhancing employability and supporting the transition process, benefit from regular consultation between employers and employees. We view the definition of policies and practices within the firm as an inclusive process, in which employees are empowered in decision-making.

Where a union is present, it will naturally play the role of management's partner in discussing with employees the wide range of issues involved. Where there is no union, labour-management consultation must take a different approach.