HUMAN RESOURCE PLANNING PROCESS (Blog -9)

HUMAN RESOURCE PLANNING PROCESS

Human resource planning is a strategic process that helps organizations to identify their future human resource needs and develop plans to address those needs. The human resource planning process typically involves the following steps:

1. Environmental analysis: The first step in the human resource planning process is to conduct an environmental analysis to identify the internal and external factors that may impact the organization's human resource needs. This analysis may include factors such as the organization's mission, vision, goals, budget, workforce demographics, labor market trends, and legal and regulatory requirements.

2. Forecasting demand: The next step is to forecast the organization's future human resource needs based on the information gathered in the environmental analysis. This may involve projecting the organization's growth, identifying the types of skills and competencies required for future positions, and determining the number of employees needed to achieve the organization's goals.

3. Assessing supply: After forecasting demand, the next step is to assess the organization's current supply of human resources. This includes analyzing the current workforce to determine the number of employees, their skills, and their potential for future positions. The organization may also need to identify potential sources of external hires, such as recruitment from educational institutions, social media, or referrals.

4. Gap analysis: Once the demand and supply have been assessed, the organization can conduct a gap analysis to identify any gaps between the current supply of human resources and the future demand. This analysis can help the organization to determine whether it needs to develop a plan to attract and retain new talent, improve employee skills through training and development, or reduce the workforce through downsizing or outsourcing.

5. Developing action plans: Based on the results of the gap analysis, the organization can develop action plans to address the identified gaps. These plans may include recruitment and selection strategies, training and development programs, succession planning, and workforce restructuring.

6. Monitoring and evaluating: Finally, the organization should monitor and evaluate the effectiveness of its human resource planning process. This may involve tracking key metrics such as employee turnover rates, employee engagement levels, and workforce productivity, and making adjustments to the human resource plans as needed.

By following these steps, organizations can ensure that they have the right people with the right skills and competencies to achieve their business goals and succeed in a competitive marketplace.

STEPS IN PROCESS OF HUMAN RESOURCE PLANNING

The steps in the process of human resource planning include:

1. Analyzing the current human resource situation: This step involves identifying the current workforce, its skills and competencies, and the demand and supply of human resources within the organization. It also involves reviewing the organization's mission, vision, goals, and strategies to ensure that they align with the organization's human resource needs.

2. Forecasting future human resource needs: This step involves predicting the organization's future human resource needs based on projected growth, workforce demographics, labor market trends, and other factors. It also involves identifying the types of skills and competencies that will be needed to achieve the organization's future goals.

3. Assessing the availability of human resources: This step involves assessing the current and future supply of human resources, both within the organization and in the external labor market. This includes identifying the number of employees available, their skills and competencies, and their potential for future positions.

4. Identifying human resource gaps: This step involves comparing the organization's projected human resource needs with its current and future supply of human resources to identify any gaps that need to be addressed. This may involve identifying areas where the organization needs to recruit and hire new employees, develop the skills of current employees, or reduce the workforce through downsizing or outsourcing.

5. Developing a human resource plan: This step involves developing a plan to address the identified gaps in the organization's human resource needs. This may involve developing recruitment and selection strategies, training and development programs, succession plans, and workforce restructuring plans.

6. Implementing and monitoring the human resource plan: This step involves implementing the human resource plan and monitoring its progress over time. It may involve tracking key performance indicators such as employee turnover rates, employee engagement levels, and workforce productivity, and making adjustments to the plan as needed.

Overall, the process of human resource planning is a continuous and iterative process that involves ongoing analysis, forecasting, assessment, and planning to ensure that the organization has the right people with the right skills and competencies to achieve its goals.

CONCLUTION

In conclusion, human resource planning is a critical process for organizations that want to ensure they have the right people with the right skills and competencies to achieve their goals. The process involves analyzing the current human resource situation, forecasting future human resource needs, assessing the availability of human resources, identifying human resource gaps, developing a human resource plan, and implementing and monitoring the plan. By engaging in this process, organizations can proactively manage their workforce and position themselves for success in a rapidly changing business environment.

REFERENCES

1. Armstrong, M. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

2. Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

3. Cascio, W. F. (2018). Managing human resources: Productivity, quality of work life, profits. McGraw-Hill Education.

4. Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.

5. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. McGraw-Hill Education.