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In the pointless to analyze jobs, job incumbents, the human resources

departements present strenght and weakness, future trend inside and outside the

organization that aect these matters, and numbers of people or positions needed if

no use will be made of such information.

Few human resources planning experts explain how to use this information to

achiee a unifying direction for human resources initiaties to help a business

achiee its strategic goals and objecties. It is absolutely essential that a company

take a its ague ipressions about human resources needs and turn them into an

action plan that will goern long!term human resources initiaties. "his neglected,

critical phase is commonly called human resources programming, the process of

choosing the programs of the human resources or the organization. Few #rms make

any attempt to choose a deliberate, integrated, and un#ed long!term humanresources strategy. "he result is that human resources planning $%&'( proides

little help in guiding long!term departemental or business decision making. It is too

often a fortune accident, when it ought to be the result of planning when the right

people are in the right places at the right times to support implementation of

strategic business plans.

)hat is needed, then, is a deliberate eort to do these things*

+. ring together, in one process, what decision makers know about present andfuture jobs, people, and human resources departement practice areas as

tools for chaning jobs or people.-. Identify alternatie long!term human resources grand strategies aailable.. )eigh pros and cons of each possible strategy/. 0elect the un#ed human resources strategy most likely to succeed in the long

term.

1alam gunanya untuk menganalisis pekerjaan, mapan pekerjaan, kekuatan ini

departemen sumber daya manusia dan kelemahan, tren masa depan dalam dan di

luar organisasi yang mempengaruhi hal ini, dan jumlah orang atau posisi diperlukan

jika tidak ada gunanya akan dibuat dari informasi tersebut.

eberapa perencanaan sumber daya manusia ahli menjelaskan bagaimana

menggunakan informasi ini untuk mencapai arah pemersatu untuk inisiatif sumber

daya manusia untuk membantu bisnis mencapai tujuan dan sasaran strategis. %al

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