HR planning or Human Resources planning is a key activity that often companies forget to, or simply decide NOT to .. plan ! As the name suggests, this deals with properly planning your human resources and making sure you have an effective management of HR in your organization.
HR planning usually involves the following as defined in wikipedia by Reilly (2003) “A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.”Â So basically we are looking at a common ground between what type and size of Human Resources the organization needs to be successful, and the proper means to satisfying this need and sustaining it.
In order to have proper HR planning, you will need to do the following :
- Plan the right required number of Human Resources. Over-staffing is a serious issue and needs to be treated as such; most often organizations can fail financially due to over-staffing (too many employees on payroll, performing at half capacity). So is the case for under-staffing (overloading employees who are not capable of performing all required tasks and hence losing potential business opportunities). This involves also setting the appropriate timeline to hire the needed personnel based upon the business objectives of the organization.
- Attract the right talent. Without the right set of suitable employees to perform your needed tasks, you will be shooting your organization in the foot. This can be accomplished through coming up with a proper recruitment and selection strategy involving proper packages, needed skills and competencies, professional candidate filtering strategies and questionnaires, proper candidate sourcing means…
- Rely on internal resources. Many of the times your internal talent can be moved laterally to fulfill a much better and more productive role within your organization, which will be a win-win situation for both the employee and the company. Such cases need to be properly identified, and internal recruitment should be given its priority. Skill and competency gap analysis can be performed to compare skills of internal employees against positions that need to be filled.
- Succession plans are key. It is always critical to define successors, especially to your key organizational positions based upon the right skills and competencies, and these go hand in hand with career paths which need to be defined for your human resources allowing proper HR planning across the organization and the different positions.
- Training should not be left out. Developing your employee skills is key in HR planning, as it allows proper retaining of your employees, development of their skills, and hence enhancing their productivity and usefulness to your organization.
- Assessing your talent. Scheduling performance appraisals at specified time frames to ensure your human resources are aligned with your business objectives, and performing based upon needed capacity and along the required competencies and skills, which are to be defined across your organization and job profiles.
- Rely on talent management solutions to perform the above. There are several solutions available on the market which help you accomplish the above, such as SAP, HRsmart, or others..
Last but not least is to periodically review your HR plan, and enhance it upon need. That is in general our view towards HR planning, what it involves, and what needs to be accomplished for it to be successful.
Photo CreditÂ byÂ LucasTheExperience