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, functionalities, and performance metrics.
■ System Selection: Research and evaluate HRIS software solutions that
align with the identified requirements. Consider factors such as
scalability, integration capabilities, user-friendliness, and cost.
8. ■ Deployment and Rollout: Deploy the HRIS system across the organization, ensuring
smooth transition and minimal disruption to HR operations. Communicate rollout plans,
user guidelines, and support channels to all stakeholders.
■ Monitoring and Optimization: Continuously monitor the performance and usage of the
HRIS system. Gather feedback from users and stakeholders to identify areas for
improvement and optimization.
■ Maintenance and Support: Provide ongoing maintenance, updates, and technical
support for the HRIS system. Address any issues or challenges that arise, and implement
enhancements to improve system functionality and usability over time.
9. GOALS OF AN INFORMATION SYSTEM FOR PLANNING
■ Enhanced Strategic Alignment: Align HR planning processes with organizational goals and
objectives to ensure that workforce strategies support broader business objectives.
■ Improved Decision-Making: Provide HR professionals and organizational leaders with timely,
accurate, and relevant data to facilitate informed decision-making related to workforce planning and
management.
■ Streamlined Processes: Automate and streamline HR planning processes to reduce manual effort,
administrative burden, and processing time, allowing HR professionals to focus on more strategic
initiatives.
■ Talent Development and Retention: Support the development and retention of top talent by
identifying skill gaps, succession planning, and implementing strategies for talent development and
career progression.
10. OBJECTIVES
■ Data Centralization: Centralize HR data from various sources into a single, accessible
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 inefficiencies,
reducing costs, and reallocating human resources to areas of greatest need.
