Before reading this topic, be sure to read the definitions and various steps in the staffing process to notice where this topic fits in the overall process. When developing a plan, whether it's a staffing plan or a strategic plan or a business plan, the process of the planning is as important -- if not more important -- than the plan document itself. So don't undervalue the process to develop the plan.
HRP starts by assessing and auditing the current capacity of human resources. This is when a company performs a comprehensive audit of the skills, demographicsqualifications, experience and compensation of every worker.
HR then has to determine if these statistics fit in line with the company's goals. Does the firm need to hire more staff to compete in a future marketplace, or are more automated tools necessary to capture more market share from competitors? Is the status quo acceptable, or should the company reorganize its staff so it can make more money?
HR forecasts demand based on the strategic goals of the company. HR managers may examine market trends, industry analyses and technological improvements to come up with ways to meet the company's goals. Does a company need more full-time workers, part-time help or outsourced labor?
At this point, HR creates a gap analysis that lays out specific needs to narrow the supply of the company's labor versus future demand.
Should employees learn new skills? Does the company need more managers? Do all employees play to their strengths in their current roles?
The answers to these questions let HR determine how to proceed, which is the final phase of the HRP process. HR must now take practical steps to integrate its plan with the rest of the company.
The department needs a budget, the ability to implement the plan and a collaborative effort with all departments to make the plan happen. The goal of HR planning is to have the optimal number of staff to make the most money for the company.Strategic human resource management can be defined as the actions, approach, and decisions that are essential to the management of all business segments, employees, and is also concerned with the application of strategies focused towards attaining sustainable competitive advantage.
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Message. Sample Employee Plan • Sample Supervisory Plan. the USDA Performance Management Process. Strategic Human Capital Plan December , and the human capital strategies associated with the DA Goal as Identified in the.
DA Strategic Plan – The DA Goal is as follows -. A Human Resources Contract is a written agreement between your business and a human resources or personnel contractor.
These firms take care of your . A Business Plan is crucial for starting and running your business successfully.
Sound business plans can help you get a loan, keep you on track toward your goals, and provide a reference for benchmarking, reviewing results and making adjustments in your business.
Establishing and maintaining these objectives of human resource management within your organization is a key part of creating a well-thought strategic plan.
All of these components should be part of a comprehensive human resources management plan to ensure your organization is poised to succeed and reach your goals.