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1. Resource
Planning
Your Company Name

2. 2
Content
Strategic Human Resources Plan Framework Steps forTalent Management in Organization
Develop an HRM Plan Company’s Recruitment Strategies
Assessing theCurrent HR Capacity Evaluating Recruitment Strategies
Forecasting HR Requirements Recruitment Budget
HR Checklist for Resource Management
• Skill Gap Analysis Plan
• Organizational Skills Program Matrix
Gap Analysis

3. Strategic Human Resources Plan Framework
DevelopTalent
Strategies
• Requirements
• Selection
• Hiring
• Training and Development
• Renumeration and Benefits
• Employee Relations
• Performance Management
Assess Current HR
Capacity
Review and
EvaluateYour
HR Plan
Forecast HR
Requirements
• Supply Forecasting
• Demand Forecasting
We have specified a
framework for
strategically managing
the human resource in
the organisation. You
can edit the point as
per your requirements
3

4. Develop an HRM Plan
• Were Enough People
Hired?
• Study of a firm’s past
employment needs over
a period of years to
predict future needs
• Time to Review
Résumés
• Company Culture • Determine Pay Scales. • Employee Appraisal.
• What are the Skills
Current Employees
Possess?
• Your Text Here
• Time to Interview
Candidates.
• Skills Needed for
the Job
• Determine
compensation such as
health care, bonuses,
and other perks.
• Performance Review.
• Your Text Here • Your Text Here • Your Text Here • Your Text Here • Your Text Here • Your Text Here
• Your Text Here • Your Text Here • Your Text Here • Your Text Here • Your Text Here • Your Text Here
Determine Human
Resource Needs
Determine
Recruiting Strategy
Develop
Training
Select
Employees
Appraise
Performance
Determine
Compensation
Describe in detail, the
human resource plan
through a step-by-step
process. You can add
or alter the steps as
per your requirement.
4

5. Assessing theCurrent HR Capacity
DEPARMENT
Sales 10 10 5 9 7 7
Marketing 7 10 5 8 10 6
Human
Resources
9 10 6 9 5 10
Engineering 6 5 10 7 10 5
Quality
Assurance
7 7 10 8 5 5
Executive Analyst Sr. Analyst Jr. Manager Manager Sr. Manager
You can use the
template to list down
the number of
employees in a
particular department
5

6. Forecasting HR Requirements 1/2
JOB ROLE
FullTimeEquivalent
SalaryLevel
Location
FullTimeEquivalent
SalaryLevel
Location
FullTimeEquivalent
SalaryLevel
Location
EG. EXECUTIVEASSITANTS 3 5 HQ 3 5 HQ 3 5 HQ
Future Demand
(+2 years)
Future Demand
(+1 years)
Current Demand
Once you have listed
the current employee
capacity ,determine
the future HR need.
6

7. Forecasting HR Requirements 2/2
Proficient 25 75 Training
Fluent 35 47 New Hires
2 years of Previous Experience 20 85 Not Needed
Experience in Leadership 15 95 Not Needed
Applicants (40) Current Employees (85) Training or New Hires?
Forecast the human
resource requirement
in the table. You can
alter the criteria's as
per your requirements
7

8. Skill Gap Analysis Plan
Individual Level Team Leader
• Changes in Employees Duties
• Poor Performance Review
• Add Text Here
• Training
• Add Text Here
• Add Text Here
Team/Company Level
Team Leader HR External
Consultants
• Problems Meeting Business Goals
• Add Text Here
• Add Text Here
• Hiring
• Add Text Here
• Add Text Here
Individual Level Team Leader
• Changes in Employees Duties
• Poor Performance Review
• Add Text Here
• Training
• Add Text Here
• Add Text Here
Team/Company Level
Team Leader HR External
Consultants
• Problems Meeting Business Goals
• Add Text Here
• Add Text Here
• Hiring
• Add Text Here
• Add Text Here
Scope
Who is in Charge of
the Process
When to Conduct a Skills
Gap Analysis
How to Respond to
SkillsGaps
Estimate the skills gap
both at Individual &
team level and also
specify the remedial
measures to be taken
to fill the gap.
8

9. Organizational Skills Program Matrix
Programs 1
Programs 2
Programs 3
Programs 4
Top
Management
Schedulers
Mfg. Prod
Engineer
Middle
Management
Facility
Planners
Production
Supervisor
Set Up
OperativePROGRAMS
9
In order to fill the gaps, we
have designed an
organizational skills
program matrix where you
can specify all the relevant
skill programs you intend
to undertake for filling the
gaps and also specify the
relevant audience for the
program.

10. Steps forTalent Management in Organization
Recruitment
Post Job To Website
Use Social
Media(ex. LinkedIn)
Encourage
Employee Referrals
Selection
Interviews
Skill Evaluations
Hiring
Extend Offers
Training and
Development
Organize Training
for New
Employees
Positions
Employee
Renumeration and
Benefits
Offer Competitive
Salary
Offer Competitive
Benefits
Performance
Management
Regular Performance
Reviews
Selection
Maintain a Strong
Company Culture
The slide covers the
steps undertaken for
managing the talent
in an organization.
You can alter it as per
your requirements
10

11. Company Requirements In Strategy
Online Recruiting
Not reaching majority
of applicants,
especially young
collage grads
Add Text Here
Research most appropriate
on-line sites;
www.Indeed.com
www.Linkedin.com
www.Craigsist .com
www.Monstor.com
www.Career Builder.com
www.Jobs.net:
www.Hotjobs.Yahoo.com
Add Text Here
Add Text Here Add Text Here Add Text Here
Campus Recruiting
and job fairs
Need to improve
overall applicant pool
Add Text Here
Send team of an HR
representative with an
experienced manager or
frontline supervisor to fairs-
provides an opportunity for
job services to ask both job
specific and hiring process
benefits Questions.
Add Text Here
Add Text Here Add Text Here Add Text Here
Strategy
Strategy is Designed
to CloseThis Gap
Description PossibleTactics
TeamAction
Items
Individuals
Responsible
Deadlines
Prepare an action
plan for conducting
recruitment in
organization
11

12. Evaluating Recruitment Strategies
Online Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Campus Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
AddText Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
AddText Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
AddText Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Average
ResponseTime
Cost Per
Hire(Cost Hired)
Recruitment
Strategy
Cost
Number of
Interviewed
Number
Hired
Number of
Responses
12

13. Recruitment Budget
Salary Budget (USD MM) 3 5.5 8
No of Employees to be Hired 1 2 2
Total Recruitment Expenses 3 11 16
Years of Experience Fresher 0-4 years 5-7 years
Total Number Of Employees To Be Hired : 5
Specify the
company’s
recruitment budget
13

14. Our Mission
14
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Vision
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Mission
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Goal

15. Resource Planning Icons Slide
15

16. Our GreatTeam
16
FinanceManager
Michel Newmin
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WebDeveloperArina Rose
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Designer
Mika Hikkinen
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17. 17
Our Goal
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18. Timeline
18
2015
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2016
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2017
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2018
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2019
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19. Comparison
$35mm
How much capital are
you willing to raise?
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Valuation of the
company
$35mm
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19

20. 20
Mind Map
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21. Quotes
21
The value of an
IDEA LIES IN
the using of it.
Thomas
Edison
MOTIVATION is
man your
DREAMS put on
work clothes.
Benjamin
Franklin
Intense LOVE
does not
MEASURE, It
just GIVES.
Mother
Teresa

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Financial
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23. Venn
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24. Puzzle
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25. Bulb or Idea
25
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26. 26
# street number, city, state
Address:
0123456789
Contact Number:
emailaddress123@gmail.com
Email Address:
ThankYou