depriving other territories of it

Senior management in the organization, this chapter will focus on the statement of the importance of human resources planning, its stages and methods of forecasting the needs of human resources and determining the methods of supply and demand of human resources.

First : the first topic: the concept of human resources planning

Human resource planning is aimed at addressing current and potential employment problems that are of critical importance to the organization, regardless of its size and area of competence. The purpose of human resources planning is to ensure the availability of the right number of personnel working for the organization, with the required quality and the right time and place to carry out the work that is required to be performed in the present and the future. (Hashim 1989: 25). Forecasting and control of human resources in human resources planning is defined as the organization in terms of the type, quantity and appropriateness of the work they do in terms of .(169 :1970 :Yoder). Place, time and allocation

Continuous analysis of human resources in human resources planning is also defined as the light of a comprehensive strategy of the organization to determine the types of jobs, skills, specialties and the necessary numbers of each type for each unit, Department or department in the organization and provide them at the appropriate time and time in order to help the survival and development of the organization, and achieve its goals. (Ahmed Ismail 1986: 26).

From these definitions, we can identify the basic activities on which the workforce planning process is based as follows and as shown in Figure (4).

1-determining the numbers and types of employees required.

2. preparation for the development and development of skills capabilities of current employees in the light of the current and future needs of the organization.

With

3-working to achieve harmony between the nature of the work and the requirements of its performance and between the policies of polarization, selection and appointment to achieve the best possible performance and linking all that . Incentives and wages. 4-working on the application of a saying through the development and adoption of a sound policy of transfer and promotion horizontally and vertically with an effective, harmonious, and balanced movement.

The importance of Human Resource Planning

There are a number of circumstances and factors that all contribute and combine to highlight the importance of human resources planning at the National, national or organizational level. Among such factors are the following:

1-conditions and technological changes

Today's organizations are experiencing an era of technological innovation and rapid changes in various

With

The means, machines, tools, methods of work, productive, marketing and administrative thinking, resulted in a significant change in the type and nature of the necessary jobs, skills and specialties required to keep up with this change, and it became necessary for the organization to make the same changes to its human resources at the level of the near or distant future, for example, the use of the computer at the present time and its entry into all areas of work and productive, commercial and service performance created new jobs that were not previously in the work structure in organizations, forcing organizations to provide human cadres capable of dealing . This development in the work environment through training and development from within or recruitment from outside the organization or by adopting both methods, on the one hand, and on the other hand, this change has led to organizations dispensing with some jobs and workers, it is clear from this the extent of the impact of inventions and development in the technological environment on the size and type of human resources required to perform tasks and functions in the organization, which is the responsibility of human resources management to provide the required quantity, type and specialization. If we take into account that these technological developments and changes will remain and will continue indefinitely, this will show the great responsibility placed on the shoulders of Human Resources Management and planning activity in particular and the importance of what is required to be accomplished in this area:

(Robbinsan Decenzo: 1999: 39).

2-providing human resources requirements the introduction of the necessary adjustments to the structure of the workforce in the organization to adapt it to the new performance requirements in response to technological changes can not be done overnight, but it requires a long time of preparation, training, preparation, selection, recruitment, etc., which necessitates the response of the human resources department to these changes and developments before a short period of time. This means that human resources management must predict

With the new needs to fill the positions that will occur with the appropriate preparation, specialties and qualities before a suitable time and work on the preparation of training programs to develop

Skills for the internal labor force, and try to supplement the shortage of the labor market

The exterior. This gives the HR planning process another dimension and additional importance.

(Anthony and others: 1999: 134).

3-the labor market does not meet the needs of the organization for manpower, organizations in their various specialties and fields of work still face a significant shortage of certain types of human resources, especially rare specialties, which made them

It is delaying the introduction of some advanced working methods due to the fact that the labor market does not meet the organization's human resource needs. This puts a great burden on the human resources department and increases the importance of planning activity and the processes of attracting and selecting competent and appropriate elements.some organizations may succeed in benefiting from the introduction of modern methods in performance, but they fail to provide a workforce capable of using these methods and putting them into practice. this is often the result of :198 :Sherman)the lack of planning and the scarcity of human resources required.

Some

90)

- 4-the impact of central government policies

The issue of Human Resources has taken up a wide area of attention of countries throughout the ages, because of unemployment or full or almost full use of negative or positive political, economic and social repercussions on the Societies of those countries. Therefore, modern governments have found themselves obliged to search for and increase job opportunities to accommodate their able-bodied children to fill them to address the phenomenon of unemployment in its obvious and convincing forms, and adopt a policy that would direct the labor force towards jobs and useful or productive employment opportunities at the level of the national economy, and reduce the trend towards jobs that the country does not need at present or in the future. On the one hand, the government often issues many legislations and laws that are related to human resources planning and affect it, for example, special legislation for the employment of women, War Invalids, prisoners, children from certain jobs, etc .on the one hand.(30 :1976 :Levesque)others.

5. regional needs

Countries often adopt human resource planning for the development of regions or provinces. This is done by identifying the jobs that the region or governorate needs qualitatively and quantitatively to improve its economic and social level in preparation for the distribution of the labor force available in the country to these regions according to their need for specialties to fill their various jobs. In this way, a kind of balance is found and justice is achieved in the distribution of human resources between

Provinces, preventing the acquisition of rare specialties by some regions

.(34 :1971 :: Patten) and depriving other territories of it

6-reducing costs human resource planning leads to reducing labor costs in the organization by addressing disguised unemployment by reviewing the labor structure and needs, conducting the necessary transfer between units, departments and specialties, training and retraining, on the one hand, and preventing spending on the preparation of training programs and workforce qualification for jobs that will be abandoned and canceled from the organizational structure of the organization in the near future, on the other hand. An example is the preparation of training programs on the use of old generations of computers, which are on the way to extinction, for the solutions of modern generations. The second discussion: the stages of human resources planning the human resources planning process includes a set of stages and steps, we summarize them as follows:

First: the stage of determining the needs of human resources this stage comes at the forefront of the important stages in human resources planning, as it is necessary for the human resources department to determine its strategic and operational objectives in the light of the comprehensive view of the objectives of the organization and its various departments, which is the basis for determining the tasks and duties

Then determine the size of the workforce and its specialties required to fill those current and future positions, using several predictive methods, some of which depend on the jurisprudence, personal judgments, experience and talent possessed by the HR manager and senior management and their expectations about the extent of development or contraction of the organization's business volume in the future, while the other section is based on the use of mathematical and statistical methods to predict trends of change in the size and type of industry in general, or the size of

And the types of functions of the organization in particular such as instantaneous equations, correlation, Markov chain, etc.and we will explain the most important of these methods) (Hashim: 1989: 64). In addition, to find out the expected supply of manpower and its type during the coming period by conducting a comprehensive survey of the currently available supply sources from inside and outside the country.

Secondly, the study and analysis of the demand for Human Resources the demand for human resources by various organizations in the private or government sector to fill current vacant or potential positions arises as a result of the expansion in the volume of work of organizations or their organizational structure, or increased demand for their products in the markets