2. MEANING
■ An information system for planning involves utilizing technology to
gather, organize, and analyze data related to workforce planning, such as
employee skills, performance, and organizational goals.
■ It helps in strategic decision-making, resource allocation, and
forecasting future workforce needs.
■ This system facilitates efficient planning processes, enhances HR
effectiveness, and aligns workforce strategies with organizational
objectives.
3. Approaches towards information system for planning
■ Strategic Alignment: Ensuring that the HRIS aligns with the overall strategic goals and
objectives of the organization.
■ Data-driven Decision Making: Utilizing data analytics and business intelligence tools to
analyze workforce trends, performance metrics, and employee data for informed decision-
making.
■ Integration: Integrating the HRIS with other systems such as finance, operations, and
project management for seamless data flow and holistic planning.
■ Collaboration: Fostering collaboration between HR, managers, and other stakeholders to
gather input, validate assumptions, and ensure buy-in for planning decisions.
4. ■ Continuous Monitoring and Evaluation: Implementing mechanisms to
continuously monitor and evaluate the effectiveness of planning
strategies, and making adjustments as needed.
■ Employee Feedback and Engagement: Incorporating feedback
mechanisms and engagement initiatives to involve employees in the
planning process and increase alignment with organizational goals.
■ Risk Management: Identifying potential risks and uncertainties that may
impact workforce planning, and developing strategies to mitigate them.
5. MISSION
■ To empower strategic workforce planning through the seamless integration of
technology and data analytics, fostering informed decision-making, agility, and
alignment with organizational objectives.
■ Our mission is to optimize HR processes, maximize employee potential, and
drive sustainable growth and competitive advantage.
6. VISION
■ To establish an innovative and transformative HRIS platform that serves as the
cornerstone for dynamic workforce planning, enabling proactive decision-
making, fostering organizational agility, and driving continuous improvement.
■ Our vision is to create a future-ready HR ecosystem that empowers our
people, enhances organizational performance, and propels us towards
excellence in the ever-evolving landscape of work
7. PROCESS
■ Assessment and Analysis: Evaluate current HR processes, data
availability, and organizational needs. Identify gaps and opportunities for
improvement in workforce planning.
■ Requirement Gathering: Engage stakeholders including HR leaders,
managers, and IT experts to gather requirements for the HRIS planning
system. Define objectives, functions, and performance.
■ System Selection: Research and evaluate HRIS software solutions that
align with the identified requirements. Consider factors such as
integration capabilities, user-friendliness, and cost.
8. OBJECTIVES
■ Data Centralization: Centralize HR data from various sources into a single, platform
to facilitate comprehensive workforce planning and analysis.
■ Strategic Alignment: Ensure that HR planning processes are aligned with
organizational goals and objectives to support strategic decision-making.
■ Forecasting and Prediction: Develop forecasting models and predictive analytics to
anticipate future workforce needs, skill gaps, and talent requirements.
■ Talent Management: Identify high-potential employees, assess skill levels, and
implement talent development initiatives to support succession planning and career
progression.
■ Resource Optimization: Optimize resource allocation by identifying reducing costs,
and reallocating human resources to areas of greatest need.