Steps in Human Resource Planning explained with diagram Article shared by: Steps in Human Resource Planning explained with diagram!
In fact, it may be the most complex kind of planning a company can undertake. Consider the following points: Human resource planning can only be as good as the ability of the company to predict what will happen OUTSIDE the company, economic trends, upturns, downturns, what competitors are doing, and a raft of other things the company has no control over.
Often HR staff don't have the skills and background to predict these events with any success. The pace of change is so quick in the workplace that it's hard to predict what skills and therefore, what employees, will be needed in even the near future.
People make decisions about their own careers, whether to stay or go, and these days, there's much more movement of employees from company to company. No longer do employees expect to stay at the same company for decades, and often their "moves" occur without warning, and even with two weeks notice.
When people are involved, prediction becomes much harder. Successful companies can crash and burn quickly, or lose revenue, resulting in a need to layoff staff in an uncontrolled and unplanned way. Human resources planning needs to be linked to the overall strategic direction of the company, and HR needs to have a seat at the strategic table to both define that strategic direction, and to have information about corportate strategy.
Unfortunately, HR is still seen as a nuts and bolts part of the organization rather than a strategic lever to make things happen. Not only is HR left "unheard", but the skills of HR staff are often not strategic in nature, but oriented towards the completion of short term tasks, like getting people hired, or more tactical functions.
Having the right people at the right time, and the ability to create workforce stability few layoffs may eventually be a critical success factor. That's not the case yet, but HR has never been considered strategic. HR staff need to have different skills and abilities to succeed in a dynamic and strategic HR world.
No longer can we afford HR staff who are "administrators of programs", who have no ability to think strategically. HR needs a seat at the executive table. CEO's need to both listen to, and include HR in the decision-making process, and that includes the strategic planning process.Nov 10, · Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals.
Human resource management deals with any aspects of a business that affects employees, such as hiring .
The Michigan Strategic Human Resource Planning program in Asia prepares human resource managers and professionals to become business players in creating and implementing successful business-focused HR strategies.
This challenging program will push you to shift your focus from day-to-day operations. 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. Key Words: Human Resources, Human Resource Management, Strategic Planning, Strategy Abstract The present paper discusses the role of human resource management (HRM) within higher education institutions (HEIs) and provides an example for a strategic human resource management plan based on a university’s strategic plan.
Strategic human resource is a strategy or plan that carried out by organization to guides an organization in accomplishes its vision and mission.
Through a strategic plan, the organizations can develop an effective human resource plans that will enable the organizations to make a management.
The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR planning is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover.