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HUMAN RESOURCE PLANNING PROCESS - Coggle Diagram
HUMAN RESOURCE PLANNING PROCESS
Definition
The continuous process of systematic planning ahead to achieve optimum use of an organization's most asset—quality employees.
Ultimate Goal
To relate future human resources to future enterprise need so as to maximize the future return on investment in human resources.
Objectives
The objective of human resource planning is to identify, assess and improve the organisation's ability to achieve its goals by developing strategies for improving its workforce.
Importance
it enables businesses to meet their current and future demands for talent, allowing human resource managers to anticipate and develop the skills most valuable to an organization, and providing the enterprise with the optimal balance of staff in terms of available skill-sets and numbers of personnel
Process and steps of Human Resource Planning Process
Step #1 Analysing Organizational Objectives:
The objective to be achieved in future in various fields such as production, marketing, finance, expansion, and sales gives the idea about the work to be done in the organization.
Step #2. Inventory of Present Human Resources:
From the updated human resource information storage sys¬tem, the current number of employees, their capacity, performance and potential can be analysed. To fill the various job requirements, the internal sources such employees from within the organization and external sources such as candidates from various placement agencies can be estimated.
Step #3. Forecasting Demand and Supply of Human Resource:
Forecasting is an important step in identifying your market and what changes may potentially be on the horizon. The human resources required at different positions according to their job profile are to be estimated.
Step #4 Estimating Manpower Gaps:
Comparison of human resource demand and human resource supply will provide with the surplus or deficit of human resource.
Step #5 Formulating the Human Resource Action Plan:
The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the plan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.
Step #6 Monitoring, Control and Feedback:
It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period.
Factors Affecting the Environment
External Factors
Micro
Customers
Input or Suppliers
Competitors
Public
Marketing & Media
Talent
Macro
Economic
Political/legal
Technology
Social – Cultural
Natural
Internal Factors
Organization Strategy
Organizational Culture
Organization Changes
Leadership and Experience
Nature of Work and Empowerment of Labor.