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Human Resource Planning Process
The document outlines the human resource planning process, emphasizing its importance in aligning skilled employees with organizational needs and adapting to changing business environments. Key steps include assessing current HR capacity, forecasting requirements, developing talent strategies, and regularly reviewing and evaluating effectiveness. Additionally, it underscores the need for flexibility in HR practices to accommodate evolving company goals, globalization, and the rise of remote work.
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Human Resource Planning Process
- 1. HUMAN RESOURCE PLANNINGPROCESS Submitted by: Syed Ali Roshan MA. EPM. Sem III Evening Submitted to: Dr. Saira Nudrat
- 2. OUTLINE Introduction Challenges Steps Assessing the current HR capacity Forecasting HR requirements Develop Talent Strategies Review and Evaluate Special Considerations
- 4. WHAT ISTHE HUMANRESOURCE PLANNING PROCESS? The continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. Used to help companies evaluate their needs and to plan ahead to meet those needs. Needs to be flexible enough to meet short-term staffing challenges while adapting to changing conditions in the business environment over the longer term.
- 5. CHALLENGES IN HUMANRESOURCE PLANNING PROCESS Human resource is an ever changing force Find and attract skilled employees. Select, train, and reward the best candidates. Cope with absences and deal with conflicts. Promote employees or let some of them go. Investing in HRP is one of the most important decisions a company can make.
- 6. STEPS IN HUMANRESOURCE PLANNING MANAGEMENT 1. Assessing the current Human Resource capacity 2. Forecast Human Resource Requirement 3. DevelopTalent Strategies 4. Review and Evaluate
- 7. ASSESSINGTHE CURRENT HRCAPACITY It’s important to understand the talent you already have at your disposal. Develop a skills inventory for each of your current employees. Look for areas that require assistance or manpower Identify skillsets that are missing in the organization
- 8. FORECAST HR REQUIREMENTS Will your company need to grow its human resources in number? Will you need to stick to your current staff but improve their productivity through efficiency or new skills training? Are there potential employees available in the marketplace? Demand forecasting Supply forecasting Matching demand and supply
- 9. DEVELOPTALENT STRATEGIES Recruitment- Search for applicants that match the skills your company needs. Selection - Conduct interviews and skills evaluations to determine the best fit for your organization Hiring - Decide the final candidates Training and development - Get them up to speed on your company’s procedures. Encourage them to continue to develop their skills Employee remuneration and benefits administration - Offer competitive salary and benefit packages and properly reward employees who go above and beyond. Performance management - Identify successes and areas of improvement. Keep employees performing well with incentives for performing well. Employee relations – Create a strong company culture, make sure your company is maintaining a safe work environment for all.
- 10. REVIEW AND EVALUATE Evaluate whether the plan has helped the company to achieve its goals in factors like production, profit, employee retention, and employee satisfaction Document your strategic HR plan: 1. Helps standardize the process 2. enables repeated success 3. allows for better evaluation 4. creates better communication of the plan throughout the organization Document every step of the process, from beginning to end, and find room for improvement in your human resources process along the way.
- 11. SPECIAL CONSIDERATIONS Becausethe goals and strategies of a company change over time, human resource planning becomes regular occurrence. As globalization increases, HR departments will face the need to implement new practices to accommodate government labor regulations that vary from country to country. The increased use of remote workers by many corporations will also impact human resource planning and will require HR departments to use new methods and tools to recruit, train, and retain workers.
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Editor's Notes
- #6 such as employees getting sick, getting promoted, or going on vacation. HRP ensures there is the best fit between workers and jobs, avoiding shortages and surpluses in the employee pool. After all, a company is only as good as its employees and a high level of employee engagement can be essential for a company's success. If a company has the best employees and the best practices in place, it can mean the difference between sluggishness and productivity, helping to lead a company to profitability.
- #8 The first step in the human resource planning process is to assess your current staff. Before making any moves to hire new employees for your organization, You can do this in a number of ways, such as asking employees to self-evaluate with a questionnaire, looking over past performance reviews, or using an approach that combines the two.
- #9 Once you have a full inventory of the resources you already have at your disposal, it’s time to begin forecasting future needs. It is important to assess both your company’s demand for qualified employees and the supply of those employees either within the organization or outside of it. You’ll need to carefully manage that supply and demand. Demand forecasting is the detailed process of determining future human resources needs in terms of quantity—the number of employees needed—and quality—the caliber of talent required to meet the company's current and future needs. Supply forecasting determines the current resources available to meet the demands. With your previous skills inventory, you’ll know which employees in your organization are available to meet your current demand. You’ll also want to look outside of the organization for potential hires that can meet the needs not fulfilled by employees already present in the organization. Matching the demand and supply is where the hiring process gets tricky—and where the rest of the human resources management planning process comes into place. You’ll develop a plan to link your organization’s demand for quality staff with the supply available in the market. You can achieve this by training current employees, hiring new employees, or combining the two approaches.
- #10 After determining your company’s staffing needs by assessing your current HR capacity and forecasting supply and demand, it’s time to begin the process of developing and adding talent. Talent development is a crucial part of the strategic human resources management process. Recruitment: This phase can involve posting on job websites, searching social networks like LinkedIn for qualified potential employees, and encouraging current employees to recommend people they know who might be a good fit. Hiring: If you have properly forecasted supply and demand, you should have no trouble finding the right people for the right roles. Employee Remuneration - Retaining good employees will save your company a lot of time and money in the long run. Employee relation - focusing on employee health, safety, and quality of work life.
- #11 Once your human resource management process plan has been in place for a set amount of time, you can evaluate . If everything is running smoothly, continue with the plan, but if there are roadblocks along the way, you can always change up different aspects to better suit your company’s needs. , including how everyone, from the top down, can contribute to make sure the plan works.