The document outlines the key steps in HR planning as part of a company's growth plan. It begins with establishing a mission statement and goals/objectives. Then it involves assessing current human resources by profiling employee skills. Next, it estimates future labor supply and demand to match needs to the strategic plan. The planning aims to satisfy current and future HR needs to achieve the company's long-term targets.

1. HR
Planning:
a
key
part
in
the
company’s
growth
plan
@retailroom
–
All
rights
reserved
2016
theretailroom®

2. @retailroom
–
All
rights
reserved
2016
ü Outline
the
company
mission
statement.
ü Iden?fy
the
purpose
of
business.
ü Establish
clear
goals
and
objec?ves.
ü Plans
for
the
long
term
period
/
targets
to
achieve.
ü Assess
the
current
human
resources.
ü Profile
of
current
employees
including
exis?ng
skills
and
ones
that
can
be
developed.
ü Es?mate
the
labor
supply
and
demand.
ü Asses
and
analyze
the
HR
needs
of
the
organiza?on.
ü Match
labor
demand
with
supply.
ü Sa?sfy
current
HR
needs
or
recruit
and
aOract
poten?al
candidates.
HR
Planning:
a
key
part
in
the
company’s
growth
plan

3. @retailroom
–
All
rights
reserved
2016
The
planning
process
starts
with
the
mission
statement
of
the
organiza?on.
Organiza?ons
need
to
know
what
the
purpose
of
the
business
is
before
taking
any
further
steps
in
planning
all
the
other
strategic
parts
of
the
long
term
plan.
Once
a
mission
statement
is
outlined
and
developed
the
company
determines
the
business
they
want
to
be
leader
in
and
what
are
the
ac?on
that
will
help
reach
this
aimed
goal.
The
importance
of
a
mission
statement
is
paramount
,because
is
the
pillar
of
every
decision
being
made.

4. @retailroom
–
All
rights
reserved
2016
The
next
step
is
to
establish
the
goals
and
objec?ves
of
the
company
,because
it
usually
outlines
the
plans
over
the
long
period.
This
step
also
establish
goals
the
company
wish
to
achieve
with
assigned
?melines
to
achieve
them.
From
an
HR
planning
perspec?ve
this
is
important
because
the
planning
process
becomes
more
detailed
when
the
goals
and
objec?ves
are
defined
and
the
tools
,investment
and
resources
needed
can
be
iden?fied
with
more
accuracy.
HR
will
then
analyze
the
human
resource
part
of
the
company
structure
to
move
on
to
the
next
step
in
the
planning
process.

5. @retailroom
–
All
rights
reserved
2016
Assessing
the
current
HR
situa?on,
means
profiling
the
current
employees
of
the
company,
the
HR
management
team
will
then
have
an
idea
of
the
skills
the
company
has
at
their
disposal,
and
which
talents
can
be
developed
to
match
the
needs
of
the
company’s
growth
plan.
This
step
will
give
HR
an
idea
of
the
skills
available
compared
to
what
is
needed
to
achieve
the
organiza?onal
goals.
HR
will
at
this
stage,
con?nue
the
planning
process
to
align
with
the
strategic
plans
of
the
organiza?on.

6. @retailroom
–
All
rights
reserved
2016
Es?ma?ng
the
supply
and
demand
of
labor
is
the
next
step
in
the
planning
process
for
the
HR
department
,
aTer
assessing
the
current
human
capital,
the
future
needs
of
HR
will
be
es?mated.
Employees
may
not
have
the
mandatory
skills
and
competencies
to
fulfill
the
company’s
strategic
plan,
therefore
this
step
is
crucial
to
know
what
skills
are
needed,
and
need
either
to
be
developed
within
current
employees
with
tailored
development
plans
or
recruited
externally
in
respect
of
the
strategic
plans.
HR
must
know
trough
an
accurate
forecast
the
specific
skills
and
the
number
of
employees
needed
to
keep
the
company’s
plans
and
objec?ves
on
track.

7. @retailroom
–
All
rights
reserved
2016
Matching
labor
demand
and
supply
is
also
important
because
the
company
needs
to
know
the
?meframe
,the
specific
targets
,
and
the
measurable
metrics
that
is
needed
to
achieve
organiza?onal
goals
as
they
are
highlighted
in
the
growth
plan
for
the
company.
The
Company
may
have
too
many
or
too
liOle
of
the
needed
skills,
in
this
case
assessing
the
current
situa?on
and
forecas?ng
is
necessary
because
if
specific
skill
sets
are
needed
in
the
future,
HR
must
es?mate
the
company’s
human
resources
to
match
the
demand
and
supply
for
labor
in
respect
to
the
organiza?on’s
goals
or
implement
changes
that
may
need
to
take
place
to
keep
the
company's
goals
on
track.