HRP starts by assessing and auditing the current capacity of human resources.
What is Human Resource Planning? Human Resource Planning HRP is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements.
It, thus, focuses on the basic economic concept of demand and supply in context to the human resource capacity of the organization.
It is the HRP process which helps the management of the organization in meeting the future demand of human resource in the organization with the supply of the appropriate people in appropriate numbers at the appropriate time and place. Further, it is only after proper analysis of the HR requirements can the process of recruitment and selection be initiated by the management.
Also, HRP is essential in successfully achieving the strategies and objectives of organization.
In Human resource planning process, with the element of strategies and long term objectives of the organization being widely associated with human resource planning these days, HR Planning has now became Strategic HR Planning.
Though, HR Planning may sound quite simple a process of managing the numbers in terms of human resource requirement of the organization, yet, the actual activity may involve the HR manager to face many roadblocks owing to the effect of the current workforce in the organization, pressure to meet the business objectives and prevailing workforce market condition.
HR Planning, thus, help the organization in many ways as follows: HR managers are in a stage of anticipating the workforce requirements rather than getting surprised by the change of events Prevent the business from falling into the trap of shifting workforce market, a common concern among all industries and sectors Work proactively as the expansion in the workforce market is not always in conjunction with the workforce requirement of the organization in terms of professional experience, talent needs, skills, etc.
Organizations in growth phase may face the challenge of meeting the need for critical set of skills, competencies and talent to meet their strategic objectives so they can stand well-prepared to meet the HR needs Considering the organizational goals, HR Planning allows the identification, selection and development of required talent or competency within the organization.
It is, therefore, suitable on the part of the organization to opt for HR Planning to prevent any unnecessary hurdles in its workforce needs. An HR Consulting Firm can provide the organization with a comprehensive HR assessment and planning to meet its future requirements in the most cost-effective and timely manner.
An HR Planning process simply involves the following four broad steps: Assessment of the current human resource availability in the organization is the foremost step in HR Planning. It includes a comprehensive study of the human resource strength of the organization in terms of numbers, skills, talents, competencies, qualifications, experience, age, tenures, performance ratings, designations, grades, compensations, benefits, etc.
At this stage, the consultants may conduct extensive interviews with the managers to understand the critical HR issues they face and workforce capabilities they consider basic or crucial for various business processes. Analysis of the future workforce requirements of the business is the second step in HR Planning.
All the known HR variables like attrition, lay-offs, foreseeable vacancies, retirements, promotions, pre-set transfers, etc. Further, certain unknown workforce variables like competitive factors, resignations, abrupt transfers or dismissals are also included in the scope of analysis.
Next step is to match the current supply with the future demand of HR, and create a demand forecast. Here, it is also essential to understand the business strategy and objectives in the long run so that the workforce demand forecast is such that it is aligned to the organizational goals.
HR Sourcing Strategy and Implementation: After reviewing the gaps in the HR supply and demand, the HR Consulting Firm develops plans to meet these gaps as per the demand forecast created by them.March nationwidesecretarial.com Resource Capacity Planning & Modernized Time Reporting Implementation Plan.
Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements.
It, thus, focuses on . We just have different jobs." The Second Meaning for Human Resources. In a second meaning, human resources is also the name of the department or functional area from which the HR employees provide HR services to the rest of the organization. The Challenges And Value Of Human Resource Planning.
By Robert Bacal. Human resource planning is about ensuring that the organization has the employees it will need in the future, in the right jobs, with the right skills, and it's one of the most challenging types of planning we cover on this site. Strategic HRM is a process that involves the use of overarching approaches to the development of HR strategies, which are integrated vertically with the business strategy and horizontally with one another.
Office of Human Resource Mission Statement. The Office of Human Resources at Fort Hays State University is dedicated to all employees and provides the tools needed to support development and optimize successes.