The Dynamics of Human Resource Planning System on the Basis of Strategic Human Resource Architecture Model (Case Study: The Wood Products Manufacturing Company)

Document Type : Research Paper

Authors

1 Corresponding author: PhD candidate in human resource management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Iran.

2 Assistant professor at the Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Iran.

3 Full professor at the Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Iran.

Abstract

Workforce planning responds to the number of recruitments, redemptions, relocations and promotions according to different levels and the axis of the organization's strategic plans. Adopting a human resource architecture approach, we can consider different groups of employees for different jobs of the organization according to the strategy of the organization, as suggested in the categories of Stuart and Brown, the loyal soldier, simple recruited workforce, committed specialist by contraction. This study is intended to identify the dynamics of the workforce planning system under four scenarios of demand changes of basic labor force, case changes, sudden and gradual changes, and showing of the pattern of changes to identify causes. To achieve the goal of the research, the workforce planning system of a public sector company active in the production of wood products with a dynamic approach were performed in four scenarios to the design the system. The model was validated by structure validity methods, dimensional validity, comparison test with reference behavior, sensitivity analysis and limit test. Having made sure of the validity of the model, the researchers came to the result that the planning of the workforce under the conditions of at once case changes, occasional and gradual changes contain a complex process for the organization, and that its adaptation to the conditions of change is delayed. Recruitment, transfer, redemption and promotion. In this paper, the answers to these variables are presented in a specific planning horizon with the designed model. If the model is to be modified for the initial process of an organization, considerations such as changing the outcome of the delay due to the time required for conversion and upgrading should be taken into account by researchers in future studies.

Keywords

References

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Journal of Research in Human Resources Management
Volume 13, Issue 4 - Serial Number 46
NO. 46, Winter Quarterly
January 2022
Pages 41-84

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History

  • Receive Date: 22 January 2021
  • Revise Date: 19 July 2021
  • Accept Date: 14 November 2021

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