The document outlines a comprehensive human resource planning process, including a strategic framework for HR management, forecasting HR requirements, gap analysis, and recruitment strategies. It emphasizes the importance of assessing current HR capacity, identifying skill gaps, and implementing talent management steps to effectively manage and develop employees. Additionally, it provides insights into setting a recruitment budget and evaluating recruitment strategies for better talent acquisition.

1. Human Resource
Planning Process
Your Company Name

2. Content 01 Strategic Human Resources Plan Framework
Develop an HRM Plan02
Forecasting HR Requirements04
Gap Analysis05
Skill Gap Analysis Plan06 HR Checklist for Resource Management12
Recruitment Budget11
Evaluating Recruitment Strategies10
Company’s Recruitment Strategies09
Steps for Talent Management in Organization08
Organizational Skills Program Matrix07
Assessing the Current HR Capacity03
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3. Strategic Human Resources Plan Framework
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Assess Current
HR Capacity
▪ Demand Forecasting
▪ Supply Forecasting
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Forecast HR
Requirements
▪ Requirements
▪ Selection
▪ Hiring
▪ Training and Development
▪ Renumeration and
Benefits
▪ Performance
Management
▪ Employee Relations
Develop
Talent Strategies
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Review and Evaluate
Your HR Plan
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4. Develop an HRM Plan
Determine Human
Resource Needs
Determine Recruiting
Strategy
Select
Employees
Develop
Training
Determine
Compensation
Appraise
Performance
Were Enough People Hired?
Study of a Firm’s
Past Employment
Time to Review Résumés. Company Culture. Determine Pay Scales. Employee Appraisal.
What are the Skills Current
Employees Possess?
Needs Over a Period of
Years to Predict
Future Needs.
Time to Interview
Candidates.
Skills Needed for the Job. Skills Needed for The Job. Performance Review.
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5. Assessing the Current HR Capacity
Executive Analyst Sr. Analyst Jr. Manager Manager Sr. Manager
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
DEPARTMENT
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6. Forecasting HR Requirements 1/2
JOB ROLE
Current
Demand
Future Demand
(+1 years)
Future Demand
(+2 years)
FullTimeEquivilent
SalaryLevel
Location
FullTimeEquivilent
SalaryLevel
Location
FullTimeEquivilent
SalaryLevel
Location
EG. EXECUTIVE ASSITANTS 3 5 HQ 3 5 HQ 3 5 HQ
Once you have listed
the current employee
capacity ,determine
the future HR need.
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7. Forecasting HR Requirements 2/2
Applicants
(40)
Current Employees
(85)
Training or
New Hires?
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
Forecast the human
resource requirement in
the table. You can alter
the criteria's as per your
requirements
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8. Skill Gap Analysis Plan
Scope
Who is in Charge
of the Process
When to Conduct a
kills Gap Analysis
How to Respond
to Skills Gaps
Individual Level Team Leader
▪ Changes in Employees Duties
▪ Poor Performance Review
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▪ Training
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Team/Company Level Team Leader HR External Consultants
▪ Problems Meeting Business Goals
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▪ Hiring
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Estimate the skills gap
both at Individual &
team level and also
specify the remedial
measures to be taken
to fill the gap.
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9. PROGRAMS
Top
Management
Middle
Management
Schedulers
Mfg. Prod
Engineer
Facility
Planners
Production
Supervisor
Set Up
Operative
Programs 1
Programs 2
Programs 3
Programs 4
Programs 5
Organization Skills Program Matrix
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.
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10. Steps for Talent Management in Organization
Recruitment
Selection
Hiring
Training and
Development
Employee
Renumeration and
Benefits
Performance
Management
Employee
Relations
▪ Post Job To
Website
▪ Use Social
Media(ex. Linkdin)
▪ Encourage
Employee
Referrals
▪ Interviews
▪ Skill Evaluations
▪ Extend Offers
▪ Organize Training
for New
Employees
Positions ▪ Offer Competitive
Salary
▪ Offer Competitive
Benefits
▪ Regular
Performance
Reviews
▪ Maintain a Strong
Company Culture
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11. Company’s Recruitment Strategic
Strategy
Strategy is
Designed to Close
This Gap
Description Possible Tactics Team Action Items
Individuals
Responsible
Deadlines
Online Recruiting
Not reaching majority of
applicants, especially
young collage grads
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Research most
appropriate on-line sites;
www.indeed.com
www.linkedin.com
www.craigslist.com
www.monster.com
www.careerbuilder.com
www.jobs.net
http://www.hotjobs.Yahoo.
com
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Campus
Recruiting and job
fairs
Need to improve overall
applicant pool
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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.
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Prepare an action
plan for conducting
recruitment in
organization
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12. Evaluation Recruitment Strategies
Recruitment
Strategy
Cost
Number of
Interviewed
Number Hired
Average Response
Time
Cost Per Hire (Cost
Hired)
Online Text Here Text Here Text Here Text Here Text Here
Campus Text Here Text Here Text Here Text Here Text Here
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13. Recruitment Budget
TOTAL NUMBER OF EMPLOYEES TO BE HIRED : 5
Years of Experience Fresher 0-4 years 5-7 years
Salary Budget (USD MM) 3 5.5 8
No of Employees to be Hired 1 2 2
Total Recruitment Expenses 3 11 16
Specify the
company’s
recruitment budget
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14. Human Resource Planning Process Icons Slide
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15. Our Team
Name Here Name Here
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Designation
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Designation
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Designation
Name Here
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16. Our Mission &
Vision
Mission
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Vision
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17. Comparison
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Sound Cloud
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Facebook
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18. About Us
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Values Client
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Target Audience
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19. Timeline
Start End
2016
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2017
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2018
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2019
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20. Quotes
It’s not just about being better. It’s
about being different. You need to
give people a reason to choose
your business.
-Tom Abbott
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21. Post It
01
02
03
04
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22. Idea or Bulb
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23. Thank You
Contact Numbers:
0123456789
Email Address:
emailaddress@gmail.com
Address
# street number, city, state
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