**Introduction**

In summary, readers can expect to learn how marketing concepts using mathematical mod‐ els such as buzz theory can be used to extrapolate data on employee group functions from their different expressive interactions. Moreover, it explains the possible risk of downsizing on the company's brand name. It can help readers understand how effective HRP can be during the process to maintain and increase the organization's efficiency. Furthermore, the book can teach readers the multiple benefits of HRMS in modern times and how they are

> **Josiane Fahed-Sreih, Ph.D.** Lebanese American University

> > Byblos, Lebanon

incorporated in companies by HR to help increase employees' output.

VIII Preface

**Chapter 1**

**Provisional chapter**

**Introductory Chapter: Human Resources in the Twenty-**

In the past, the human resources (HR) department only sought to recruit employees based on the vacancies available within the company. However, in today's global market, the HR discipline has evolved and now HR personnel seek new talents to recruit by analyzing their potential in the workplace and the competitive advantage they can provide over rival companies. Hence, there has been a shift in the mindset of the HR department, from filling the gaps

Globalization has turned what was once a domestic market into a global network that has changed the way HR functions. As such, human capital became less predictive and more opportunities for employees became accessible than before. Therefore, there was a need for HR to develop and change in order to better manage the recruitment and employee process. This shift in policy design was changed by the HR experts to accommodate the changes in today' market and to further enhance the capabilities of the company by developing effective

HRM has changed the way firms treat their employees to accommodate their needs to increase their loyalty and productivity in their allocated position. This helped establish a positive atmosphere that can influence and comfort employees within the company, thus increasing their determination and the dedication to their work. Human resource planning (HRP), a subpart of the strategic development of HRM, is the procedure of forecasting the best allocation of human capital within a firm to achieve the highest possible levels of efficiency [1]. HRP thrives on the study of past and current data to predict future elements that would help in the process of creating a strategy. Through human resource planning (HRP), companies

within the organization to looking for ways to gain a competitive advantage.

**Introductory Chapter: Human Resources in the** 

© 2016 The Author(s). Licensee InTech. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

© 2018 The Author(s). Licensee IntechOpen. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use,

distribution, and reproduction in any medium, provided the original work is properly cited.

DOI: 10.5772/intechopen.79877

**First Century**

**Twenty-First Century**

Josiane Fahed-Sreih

Josiane Fahed-Sreih

**1. Introduction**

Additional information is available at the end of the chapter

Additional information is available at the end of the chapter

http://dx.doi.org/10.5772/intechopen.79877

human resource management (HRM).

#### **Introductory Chapter: Human Resources in the Twenty-First Century Introductory Chapter: Human Resources in the Twenty-First Century**

DOI: 10.5772/intechopen.79877

Josiane Fahed-Sreih

Additional information is available at the end of the chapter Josiane Fahed-SreihAdditional information is available at the end of the chapter

http://dx.doi.org/10.5772/intechopen.79877

#### **1. Introduction**

In the past, the human resources (HR) department only sought to recruit employees based on the vacancies available within the company. However, in today's global market, the HR discipline has evolved and now HR personnel seek new talents to recruit by analyzing their potential in the workplace and the competitive advantage they can provide over rival companies. Hence, there has been a shift in the mindset of the HR department, from filling the gaps within the organization to looking for ways to gain a competitive advantage.

Globalization has turned what was once a domestic market into a global network that has changed the way HR functions. As such, human capital became less predictive and more opportunities for employees became accessible than before. Therefore, there was a need for HR to develop and change in order to better manage the recruitment and employee process. This shift in policy design was changed by the HR experts to accommodate the changes in today' market and to further enhance the capabilities of the company by developing effective human resource management (HRM).

HRM has changed the way firms treat their employees to accommodate their needs to increase their loyalty and productivity in their allocated position. This helped establish a positive atmosphere that can influence and comfort employees within the company, thus increasing their determination and the dedication to their work. Human resource planning (HRP), a subpart of the strategic development of HRM, is the procedure of forecasting the best allocation of human capital within a firm to achieve the highest possible levels of efficiency [1]. HRP thrives on the study of past and current data to predict future elements that would help in the process of creating a strategy. Through human resource planning (HRP), companies

© 2016 The Author(s). Licensee InTech. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited. © 2018 The Author(s). Licensee IntechOpen. This chapter is distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0), which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

can make sure that all personnel are working in their maximum capacity in their current job. As a result, HRP determines that all employees are in the right place at the right time, which enhances the efficiency and productivity of the company.

programs have become a normal tool used in all companies. HRIS have a dual purpose in the workplace: first is the complicated ability to track the development of the employees, and second, it can store attendance records and salary output; this can be attributed as the less

Introductory Chapter: Human Resources in the Twenty-First Century

http://dx.doi.org/10.5772/intechopen.79877

5

Human resource planning (HRP) constantly tries to maximize efficiency and, therefore, plans to stay ahead of other competitors. HR planners examine the available human capital in the company and then determine whether to recruit from within the company or from external sources. Applicants must be considered under two aspects during recruitment: the first is their current skillset and the second is their potential to meet or exceed the employers' requirement [4]. The result of globalization changed how HR professionals assess candidates. Recruitment utilized in today's global market has opened up new ways of acquiring talent. The followings

• Outsourcing: is a method of recruitment used in HRP that employs an outside worker or

• Global sourcing: is one of the effects of globalization and rapid technological advances where companies would attempt to lure talent from around the world to gain a competitive

• Local recruitment: companies usually target their domestic labor market to acquire talent. This method of recruitment is also based on the current form of the economy, which can

• Skill inventory: modern HRP began to create a skill inventory to help HR professionals during the recruitment and job analysis phase. It helps them see the current level and

Human resource planning has many responsibilities such as recruitment, job analysis, skill inventorying, performance appraisal, compensation, and rewards. The current HRP process

First phase: the first step of the HR professional in the first phase is to conduct a job analysis. A job analysis is the assessment of all current jobs within the company and determining if their current job description coincides with the company's vision [5]. Due to new technological advances and changes, certain jobs are being rendered obsolete or are being merged to perform multiple roles [6]. The second step involves recruitment and entry-level training of employees. Recruitment is a major responsibility of HR professionals, and they have an assortment of ways to find talented candidates among the global or domestic labor force. During recruitment, the HR expert relies on the assessment of the outcomes of job analysis

determine the constant availability of potential employees in the market.

future potential of employees that are currently in the company.

can be simplified by categorizing them into three phases:

complicated ability [3].

company to get a certain job done.

advantage over their rival companies.

**4. Current functions of HRP**

and the data from the skill inventory [7].

**3.2. Modern methods of recruitment: all happens virtually**

are among the new recruitment methods used by HR professionals [1]:

#### **2. Current HRP trends**

The effects of globalization along with the development of technology on businesses and recruitment changed many factors regarding the employees work potential and the way they interact in the business. The development and importance of HRP is apparent to the company's future. The following functions are among the many roles of HRP [2]:


#### **3. Modern tools of HRP functions: a move toward technology**

HRP equips the company with a strategic plan for recruitment. Today, the internet became the global network that connects people together which in return influenced how organizations pursue their recruitment policy. In the past, companies would have to place advertisements in newspapers and recruitment agencies, but in today's technological world, résumés can be handed via the internet and can be uploaded to online networks to be accessed by anyone, anywhere, and at any time in the world. Technology in the twenty-first century became an essential tool that companies rely on as a necessity rather than a luxury. By staying up-to-date and by devising new ways to integrate technology within the planning process, companies gain a competitive advantage. This includes developing the software and the computerized systems of control that can help the human resources planning process.

#### **3.1. Human resources and information technology**

Human resources information system (HRIS) is a mixture between the benefits of information technology (IT) and human resource management processes to increase the productivity of HRP [3]. It is a computer interface that helps HR managers with skill inventorying, data analysis of job practice, and manpower needed to reach maximum efficiency. HRIS works on obtaining information, inspecting, and then archiving the accumulated knowledge that can be accessed by the human resources manager. HRIS systems can self-regulate much of the human resources planning tasks, which make it a significant tool that can reduce the time and effort for the HR manager while increasing productivity [3]. At the current time, HRIS programs have become a normal tool used in all companies. HRIS have a dual purpose in the workplace: first is the complicated ability to track the development of the employees, and second, it can store attendance records and salary output; this can be attributed as the less complicated ability [3].

#### **3.2. Modern methods of recruitment: all happens virtually**

can make sure that all personnel are working in their maximum capacity in their current job. As a result, HRP determines that all employees are in the right place at the right time, which

The effects of globalization along with the development of technology on businesses and recruitment changed many factors regarding the employees work potential and the way they interact in the business. The development and importance of HRP is apparent to the com-

**1.** Recruiting and maintaining an ethnic, gender, and religious diversity in the workplace.

**2.** The ability of forecasting and adapting to change, in order to increase productivity by

**4.** A benefit system to guarantee an appropriate workplace environment that results in the

HRP equips the company with a strategic plan for recruitment. Today, the internet became the global network that connects people together which in return influenced how organizations pursue their recruitment policy. In the past, companies would have to place advertisements in newspapers and recruitment agencies, but in today's technological world, résumés can be handed via the internet and can be uploaded to online networks to be accessed by anyone, anywhere, and at any time in the world. Technology in the twenty-first century became an essential tool that companies rely on as a necessity rather than a luxury. By staying up-to-date and by devising new ways to integrate technology within the planning process, companies gain a competitive advantage. This includes developing the software and the computerized

Human resources information system (HRIS) is a mixture between the benefits of information technology (IT) and human resource management processes to increase the productivity of HRP [3]. It is a computer interface that helps HR managers with skill inventorying, data analysis of job practice, and manpower needed to reach maximum efficiency. HRIS works on obtaining information, inspecting, and then archiving the accumulated knowledge that can be accessed by the human resources manager. HRIS systems can self-regulate much of the human resources planning tasks, which make it a significant tool that can reduce the time and effort for the HR manager while increasing productivity [3]. At the current time, HRIS

pany's future. The following functions are among the many roles of HRP [2]:

**3. Modern tools of HRP functions: a move toward technology**

systems of control that can help the human resources planning process.

**3.1. Human resources and information technology**

planning for a long-term strategy ahead of the competition.

**3.** The safety and well-being of employees in the workplace.

satisfaction and the productivity of the employees.

enhances the efficiency and productivity of the company.

**2. Current HRP trends**

4 Human Resource Planning for the 21st Century

Human resource planning (HRP) constantly tries to maximize efficiency and, therefore, plans to stay ahead of other competitors. HR planners examine the available human capital in the company and then determine whether to recruit from within the company or from external sources. Applicants must be considered under two aspects during recruitment: the first is their current skillset and the second is their potential to meet or exceed the employers' requirement [4]. The result of globalization changed how HR professionals assess candidates. Recruitment utilized in today's global market has opened up new ways of acquiring talent. The followings are among the new recruitment methods used by HR professionals [1]:


### **4. Current functions of HRP**

Human resource planning has many responsibilities such as recruitment, job analysis, skill inventorying, performance appraisal, compensation, and rewards. The current HRP process can be simplified by categorizing them into three phases:

First phase: the first step of the HR professional in the first phase is to conduct a job analysis. A job analysis is the assessment of all current jobs within the company and determining if their current job description coincides with the company's vision [5]. Due to new technological advances and changes, certain jobs are being rendered obsolete or are being merged to perform multiple roles [6]. The second step involves recruitment and entry-level training of employees. Recruitment is a major responsibility of HR professionals, and they have an assortment of ways to find talented candidates among the global or domestic labor force. During recruitment, the HR expert relies on the assessment of the outcomes of job analysis and the data from the skill inventory [7].

Second phase: the second phase revolves around the plan for development and practice to current employees in the company. HR professionals conduct a performance appraisal for all the employees to determine their current level as well as their future potential in the company. All of the data taken would be stored in the skill inventory to be used during the first phase. A development plan also explores ways to train the current staff and, in a few cases, to elevate any eligible employee to a higher position.

capital functioning within the company. While the task of compiling accurate data may be difficult, advances in technology play a major role in today's HR function to help automate

Introductory Chapter: Human Resources in the Twenty-First Century

http://dx.doi.org/10.5772/intechopen.79877

7

Institute of Family and Entrepreneurial Business, Lebanese American University, Byblos,

[1] Scott S, Bohlander GW, Bohlander G. Principles of Human Resource Management.

[2] Franklyn C. The Development of Human Resource Management from a Historical Perspective and its Implications for the Human Resource Manager: Strategic Human Resource Management at Tertiary Level. Aalborg, Denmark: Rivers Publisher; 2013. pp.

[3] Asha N, Deshpande M. Human resource information systems (HRIS) in HR planning and development in mid to large sized organizations. Procedia - Social and Behavioral

[4] John B, Gold J. Human Resource Management: Theory and Practice. London, England:

[5] Akey BCA, Dai B, Torku E, Antwi EA. Human resource planning and the development of employees in contemporary firms. European Journal of Contemporary Research.

[6] Parbudyal S. Job analysis for a changing workplace. Human Resource Management

[7] Beer M, Spector B, editors. Readings in Human Resource Management. New York, NY:

[8] Managing human resources is about to become easier. The Economist. London, England:

[9] Avinash S. Linkage between human resource management and firm performance. Jour-

the work and make it easier.

Address all correspondence to: jsreih@lau.edu.lb

Boston, MA: South-Western Cengage Learning; 2013

**Author details**

Josiane Fahed-Sreih

Lebanon

**References**

87-101

Sciences. 2017;**133**:61-67

Palgrave; 2017

2017;**6**(1):299-305

Review. 2008;**18**(2):87-99

Simon and Schuster; 1985

The Economist Group Limited; 2018

nal of Commerce and Trade. 2016;**11**(1):36-44

Third phase: the third phase covers the exit strategy planned by HR professionals for leaving or retiring personnel. This prompts the HR professional to quickly hire or to attempt to relocate human capital to the vacant position. In case of retiring individuals, a knowledge gap will also need to be filled; therefore, HRP can help create a mentorship program to ease the new employee in the position.

### **5. Future of HRP: a move toward artificial intelligence**

In the digital era, current human resource planning is leaning toward a more machine-based system. The benefits of cutting-edge technology can help HR planners greatly increase the efficiency and their ability to forecast future needs and wants. The future of HR lies in data analytics that compiles all the information on employees, including their upbringing, experience, performance, and skillsets and monitors them via a computerized interface [8]. A couple of examples where data analytics and machine learning could help HRP in the future [8] are as follows:


Human resource planning is creating strategies around machine run data. The resulting benefit makes artificial intelligence (AI) an important asset that would decrease the time spent on recruitment and increasing its effectiveness while also providing applicants with a fair assessment.

#### **6. Summary**

HRP seeks to constantly maintain maximum efficiency and effectiveness by examining employee functions in their jobs. To increase the performance of a company, HRP focuses on elements such as staff satisfaction, compensation, and incentives to keep up moral in order to achieve the highest possible performance from the employees [9]. HRP covers the role of recruitment, job analysis, performance appraisals, and skill inventorying to gain a competitive advantage. The extracted data during HRP are required to keep track on the human capital functioning within the company. While the task of compiling accurate data may be difficult, advances in technology play a major role in today's HR function to help automate the work and make it easier.

#### **Author details**

Second phase: the second phase revolves around the plan for development and practice to current employees in the company. HR professionals conduct a performance appraisal for all the employees to determine their current level as well as their future potential in the company. All of the data taken would be stored in the skill inventory to be used during the first phase. A development plan also explores ways to train the current staff and, in a few cases, to

Third phase: the third phase covers the exit strategy planned by HR professionals for leaving or retiring personnel. This prompts the HR professional to quickly hire or to attempt to relocate human capital to the vacant position. In case of retiring individuals, a knowledge gap will also need to be filled; therefore, HRP can help create a mentorship program to ease the

In the digital era, current human resource planning is leaning toward a more machine-based system. The benefits of cutting-edge technology can help HR planners greatly increase the efficiency and their ability to forecast future needs and wants. The future of HR lies in data analytics that compiles all the information on employees, including their upbringing, experience, performance, and skillsets and monitors them via a computerized interface [8]. A couple of examples where data analytics and machine learning could help HRP in the future [8] are

• The development of computer programs that could predict which applicant's résumé fits

• Programming machines using accumulated data to predict the probability of employees

Human resource planning is creating strategies around machine run data. The resulting benefit makes artificial intelligence (AI) an important asset that would decrease the time spent on recruitment and increasing its effectiveness while also providing applicants with a fair

HRP seeks to constantly maintain maximum efficiency and effectiveness by examining employee functions in their jobs. To increase the performance of a company, HRP focuses on elements such as staff satisfaction, compensation, and incentives to keep up moral in order to achieve the highest possible performance from the employees [9]. HRP covers the role of recruitment, job analysis, performance appraisals, and skill inventorying to gain a competitive advantage. The extracted data during HRP are required to keep track on the human

elevate any eligible employee to a higher position.

**5. Future of HRP: a move toward artificial intelligence**

the desired position using an algorithm-based process.

new employee in the position.

6 Human Resource Planning for the 21st Century

as follows:

assessment.

**6. Summary**

exiting the company.

Josiane Fahed-Sreih

Address all correspondence to: jsreih@lau.edu.lb

Institute of Family and Entrepreneurial Business, Lebanese American University, Byblos, Lebanon

#### **References**


**Section 2**

**Human Resources Planning**
