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    Strategic Human Resource Planning

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    fariha farri
    Strategic human resource planning is a continuous process that helps an organization identify current and future human resource needs to achieve strategic goals. It involves 7 steps: 1) analyzing departmental objectives, 2) taking inventory of current employees, 3) forecasting employee demand and supply, 4) estimating gaps between demand and supply, 5) formulating a recruitment, training, and retention plan to address gaps, 6) implementing the plan, and 7) monitoring and updating the plan based on feedback. The goal is to ensure adequate staffing that matches the right employees with the right skills at the right time.

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    Strategic Human Resource Planning

    Uploaded by

    fariha farri
    116 views13 pages
    Strategic human resource planning is a continuous process that helps an organization identify current and future human resource needs to achieve strategic goals. It involves 7 steps: 1) analyzing departmental objectives, 2) taking inventory of current employees, 3) forecasting employee demand and supply, 4) estimating gaps between demand and supply, 5) formulating a recruitment, training, and retention plan to address gaps, 6) implementing the plan, and 7) monitoring and updating the plan based on feedback. The goal is to ensure adequate staffing that matches the right employees with the right skills at the right time.

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    Strategic human resource planning is a continuous process that helps an organization identify current and future human resource needs to achieve strategic goals. It involves 7 steps: 1) analyzing departmental objectives, 2) taking inventory of current employees, 3) forecasting employee demand and supply, 4) estimating gaps between demand and supply, 5) formulating a recruitment, training, and retention plan to address gaps, 6) implementing the plan, and 7) monitoring and updating the plan based on feedback. The goal is to ensure adequate staffing that matches the right employees with the right skills at the right time.

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    116 views13 pages

    Strategic Human Resource Planning

    Uploaded by

    fariha farri
    Strategic human resource planning is a continuous process that helps an organization identify current and future human resource needs to achieve strategic goals. It involves 7 steps: 1) analyzing departmental objectives, 2) taking inventory of current employees, 3) forecasting employee demand and supply, 4) estimating gaps between demand and supply, 5) formulating a recruitment, training, and retention plan to address gaps, 6) implementing the plan, and 7) monitoring and updating the plan based on feedback. The goal is to ensure adequate staffing that matches the right employees with the right skills at the right time.

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    of 13

    Strategic Human

    Resource
    Planning
    SLIDESMANIA
    What is HR Planning?

    Human resource planning (HRP) is the


    continuous process of systematic
    planning ahead to achieve optimum
    use of an organization's most valuable
    asset—quality employees. Human
    resources planning ensures the best fit
    between employees and jobs while
    avoiding manpower shortages or
    SLIDESMANIA

    surpluses.
    Strategic HR
    Planning
    Strategic HR planning is a process that helps an organization to
    identify current and future human resources needs to achieve the end
    goals. It links human resource management to the overall strategic plan
    of an organization.
    SLIDESMANIA
    Importance
    Why Strategic human resource planning is
    important?
    At its most basic level, strategic human resource
    planning ensures adequate staffing to meet
    your organization's operational goals,
    matching the right people with the right skills at
    the right time. It's important to ask where your
    organization stands currently and where it is
    going in order to remain flexible.
    SLIDESMANIA
    7 Steps of Human Resource Planning
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    SLIDESMANIA
    #1 Analyze Objectives
    The human resources planning process starts with the identification of the objectives
    of the different departments in the organization. each department such as
    management, marketing, production, finance, and sales, etc. can have different
    objectives and they have specific expectations related to human resources. The
    objectives can include recruiting new employees for the process, reducing the
    number of employees by automating processes, or improving the knowledge and skill
    levels of existing employees.
    By analyzing the objectives of each department of the organization, the human
    resources planning team can identify the changes that will be necessary for the future
    of the organization.
    SLIDESMANIA
    #2 Inventory Current HR
    Once the necessary changes are identified, the Human resources planning team
    should create an inventory of the current human resources available in the
    organization. This should include the current number of employees available in the
    organization, their capacities, capabilities, and performance abilities. This helps the
    human resources team to identify the methods of filling the upcoming job
    requirements and to create estimates to internal and external recruitments that will be
    necessary.
    SLIDESMANIA
    #3 Forecast the demand and the
    supply of employees
    Based on the objectives of the different departments of the organization and the
    inventory of the available resources, the Human resources planning team can forecast
    the demand of the employees. Apart from that, based on the availability in the
    organization and the employee market, the supply of the employees should be
    forecasted.
    SLIDESMANIA
    #4 Estimate Gaps
    Conducting a comparison between the demand and the supply of the employee
    availability can help the human resources team to identify the gaps that can arise in
    the foreseeable future. The gaps can arise as employment deficits as well as
    employment surpluses.  Employment deficits indicate the number of employees that
    need to be recruited and the employment surpluses indicate the job terminations or
    transfers between departments. Apart from that, the gaps can be used as an indication
    of the training and development requirements for the employees.
    SLIDESMANIA
    #5 Formulate Plan
    Once the employment gaps are estimated, the Human resources planning team should
    formulate a plan for the recruitment, training, and development, termination,
    interdepartmental transfers, promotion, or early retirement of employees based on the
    requirements of the organization. The employment plan can vary based on the deficit
    or the surplus estimated in forecasting the demand and supply stage.
    SLIDESMANIA
    #6  Implement Plan
    The human resources plan is formulated, the human resources department should
    implement the plan in the organization. This should be aligned with the goals and
    objectives of the organization as well as the goals and objectives of each department
    of the organization.
    SLIDESMANIA
    #7 Monitor, Control, and feedback
    Once the human resources plan is implemented, the plan should be monitored
    continuously to ensure the alignment of the plan to the objectives of the departments.
    The necessary controls should be put in place and the feedback at each level should
    be obtained to measure any defects in the implemented human resources plan.  The
    necessary changes should be implemented according to the feedback obtained in the
    ongoing process in order to make the human resources plan a success.
    SLIDESMANIA
    Thank
    you
    SLIDESMANIA

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