This document discusses human resource planning and its link to organizational strategy. It defines human resource planning as ensuring the right number and type of employees are in place at the right time to help the organization achieve its strategic objectives. The key points are:
- HR planning must be linked to the organization's overall strategy and objectives to translate strategic goals into workforce needs.
- An analysis of the organization's mission, strengths, weaknesses, opportunities, threats and strategic goals helps determine future labor demand.
- HR then assesses the current workforce and forecasts internal and external labor supply to match demand.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
by kanchan yadav
Human Resource Planning in Managing BusinessSeemaAgrawal43
Human resource planning, in simple words, is a technique that a company uses to employ the right set of people to reach its objectives. It is also called manpower planning.
Social development club is a leading course content provider of India with a key focus on skilling courseware development. We deliver complete package required to deliver the Skill development program effectively. We develop NCVT and SSC aligned courses of all the domains and for all the schemes.
Contact: sdccourses@gmail.com, http://www.socialdevelopment.club
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.
The process of systematically reviewing HR requirements to ensure that the required no. of employees, with the required skill, are available when they are needed.
Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.
by kanchan yadav
Human Resource Planning in Managing BusinessSeemaAgrawal43
Human resource planning, in simple words, is a technique that a company uses to employ the right set of people to reach its objectives. It is also called manpower planning.
Social development club is a leading course content provider of India with a key focus on skilling courseware development. We deliver complete package required to deliver the Skill development program effectively. We develop NCVT and SSC aligned courses of all the domains and for all the schemes.
Contact: sdccourses@gmail.com, http://www.socialdevelopment.club
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2. Human Resource Planning
is a process by which an organization ensures that
• it has the right number and kinds of people
• at the right place
• at the right time
• capable of effectively and efficiently completing
those tasks that will help the organization
achieve its overall strategic objectives
2
3. Introduction
Human Resource Planning must be:
• Linked to the organization’s overall strategy and
planning to compete domestically and globally.
• Overall plans and objectives must be translated
into the number and types of workers needed.
• Senior HRM staff need to lead top management
in planning for HRM issues
3
4. An Organizational Framework
4
A Mission Statement
defines what business the
organization is in, including:
why it exists?
who its customers are?
strategic goals set by senior
management to establish
targets for the organization
to achieve
10. Linking Organizational Strategy to HR Planning
To match labor demand and supply, HR:
• Ensures that people are available to meet the requirements set during strategic
planning.
• Compares forecasts for the demand and supply of workers
• An HR inventory report summarizes information on current workers and their
skills
• HRIS plays an important role i.e. HR Analytics
10
11. Determining
the Demand
for Labor
• A human resource inventory can be developed to
project year-by-year estimates of future HRM
needs for every significant job level and type.
• Forecasts must be made of the need for specific
knowledge, skills, and abilities.
• HR Budgets are made by forecasting for the
upcoming three years
• This includes not only the manpower but all the
resources required to run the business to achieve
the strategic goals
• Forecasts must detail the specific knowledge, skills,
and abilities needed, not just “we need 25 new
employees”
11
12. Assessing current
Human Resources
Succession Planning includes:
• The development of Replacement Charts
• Portray middle-to-upper level management positions
that may become vacant in the near future
• Lists information about individuals who might qualify to
fill the positions
• Knowledge
• Skills,
• Abilities
12
14. Linking
Organizational
Strategy to HR
Planning
A unit’s supply of human resources comes from:
• New hires
• contingent workers
• Transfers-in (Internal Mobility)
• Individuals returning from leaves
• Predicting these can range from simple to
complex
• Transfers are more difficult to predict since
they depend on actions in other units
14
16. Linking
Organizational
Strategy to HR
Planning
Matching Labor Demand and Supply:
• Employment planning compares forecasts for
the demand and supply of workers.
• Special attention should be paid to current and
future shortages and overstaffing.
• Decruitment or downsizing may be used to
reduce supply and balance demand.
• Rightsizing involves linking staffing levels to
organizational goals.
16
