The planning of human resources is how to provide best manpower for an organization through policies and personnel practices, training, development and compensation. Without a road map, HR (human resources) can not address the human element that allows an organization to achieve its objectives. The human resource plans, therefore, complement the strategy and objectives of the organization. The strategy consulting firm located HR strategic planning among the most important issues of the profession of the 21st century.
In his textbook, ” Managing Human Resources “authors Susan E. Jackson, Randall S. Schuler and Steve Werner located environmental scanning as the first of the three elements of human resource planning. Both internal and external environments should be studied. External evaluation involves identifying what the University of California in San Francisco called “drivers of change”: social, political, economic, legal, technological, globalization and external factors related to the industry that would interfere with the performance of the company. An analysis of the organization covering the internal factors that influence the ability of the organization to react to changes and remain competitive. This internal evaluation examines the corporate culture, technological capacity, customer service expectations and existing talent that drive labor requirements.
Setting the objectives of human resources
The second important element of a human resource plan involves setting measurable objectives to address the issues raised through the environmental assessment. A growing market may require increased payroll, adaptation efforts of recruitment to attract workers with different skills, rethink relocation practices and the introduction of training programs on specific skills. Dropping a product line could lead to human resource objectives that target the reduction of labor costs, communication or retraining employees for retention. Expected changes in legislation might suggest the need to reform the political document retention, management initiatives and diversity benefits. This step describes how to react human resources to ensure that the organization has adequate staff and systems support for employees in place.
The third element of human resource planning defines tactics or actions to be implemented to achieve the objectives of human resources. Each tactic has a time frame against which it was measured. Tactics may include policies and programs related to employee communication, training, development, recruitment, performance management, remuneration and career, as well as management development, succession planning and job definition. According to Professor Peter Cappelli of the Wharton School, the tactics of human resources and their associated strategies “build and strengthen” the powers of the organization.