2. HUMAN RESOURCES
STRATEGIC PLANNING

3. HUMAN RESOURCE PLANNING
Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives
In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analyzing an organization’s human resource needs and developing plans, policies, and systems to satisfy those needs

4. HUMAN RESOURCE PLANNING
Setting human resource objectives and deciding how to meet them
Ensuring HR resource supply meets human resource demands

5. HRP Process
Interfacing with strategic planning and scanning the environment
Taking an inventory of the company’s current human resources
Forecasting demand for human resources
Forecasting the supply of HR from within the organization and in the external labor market

6. HRP Process Cont. Comparing forecasts of demand and supply
Planning the actions needed to deal with anticipated shortage or overages
Feeding back such information into the strategic planning process.

7. Example of the Basic Human Resources Planning Model1 2 3
Organizational Objectives
Human Resource Requirements
Human Resource Programs
Feasibility Analysis 4 5

8. HRP Model Strategic Human Resource Planning
Links 1 & 5: HR objectives are linked to organizational objectives and planning
Designed to insure consistency between organization's strategic planning process and HRP.
So objectives of strategic plan are feasible and
HR programs are designed around what organizational objectives and strategies require in terms of human resource goals

9. Example of the Basic Human Resources Planning Model1 2 3
Organizational Objectives
Human Resource Requirements
Human Resource Programs
Feasibility Analysis 4 5

10. HRP Model Cont. Steps 2,3, & 4 Operational Human Resource Planning
Ensure HRP programs are coordinated and allows the organization to meet its human resource requirements.

11. Example of the Basic Human Resource Planning Model
Open new product line
Open new factory and distribution system
Develop staffing for new installation
Production workers
Supervisors
Technical staff
Other managers
Recruiting and training programs feasible
Transfers infeasible because of lack of managers with right skills
Recruit skilled workers
Develop technical training programs
Transfer managers from other facilities 2 3 1 4
Develop new objectives and plans 5
Recruit managers from outside
Too costly to hire from outside 6

12. THIS IS ONLY A PARTIAL VIEW OF THE DOCUMENT.