Human resource planning (HRP) has been defined as ‘the continuous process of systematic planning ahead of time, to understand the optimum use of an organization’s most precious assets which are `the quality employees.’ HRP allows the companies to come up with plans for maintaining a steady supply of skilled employees. Hence, it is also referred to as `workforce planning’. This process enables companies to evaluate their needs and plan accordingly.
What are the measures involved in the human resource planning process?
● Assessing your current human resource capacity
This will involve analyzing the HR strength of your organization across several factors like employee numbers, skills, qualifications, experience, age, contracts, performance ratings, titles, and compensations. This phase enables you to gather the insights from your managers who can provide real-world feedback on the human resource issues they face, as well as on the areas in which they think changes are important.
● Forecasting future HR requirements
In this step, you need to look at the future HR needs of your organization and how human resources should be applied to meet the organizational goals. Generally, HR managers look at the market for sectoral trends, new technologies that could automate certain processes and industry analysis to gauge future requirements. Apart from this, other factors that affect human resource planning are natural employee attrition, layoffs, vacancies, retirements, promotions, and end of contract terms. Also, you need to understand the goals of the organization like entering a new market, launching new products or services, or expanding into new areas.
● Identify HR gaps
In this step, you need to observe the current position of your organization as per the planned goals. You need to identify requirements like employee count, the skills evaluation, and compare it to the objectives which will help in achieving your future goals. Also during this phase, you should review your current HR practices and identify that the work being done in bringing you closer to your future goals and what else can be added to achieve your goals.
Some of the questions you should ask yourself during this phase:
- Should you upgrade the skills of existing employees or recruit employees who are already qualified in specific areas?
- Should you offer work from home jobs to a few candidates?
- Are all the current employees being utilized in the right areas?
- Would the employee’s skills be better suited to different roles?
● Integrate the plan with your organization’s overall strategy
After assessing your current human resources capacity, projecting future HR demands, and identifying the gaps, the last step is to integrate your human resources plan with your organizational strategy. Hence, you will need a dedicated budget for human resource recruiting, training, or redundancies and it will also require management buy-in across the business. Cooperation and the necessary finances will be required to implement the plan along with a collective approach from all the departments to put it into practice.
HR (Human resources) operations refer to the ‘services provided by an HR department to business operations’. These operational services include administration, recruitment, job analysis, and employee relationship management. These HR practices are necessary to support the management as well as the staff in their daily business activities.
The human resource function of any business is responsible for Pay slip, payroll management, employee data maintenance risk, and compliance management. The staff is responsible for the answering of the HR and all HR-related queries, circulating policy updates to employees, conducting employee satisfaction surveys, and maintaining the human resources data system. Preparing documents like non-disclosure agreements, contracts and procedural manuals are also important tasks of HR personnel.
Hiring suitable candidates are very vital for running a business successfully. HR needs to advertise, attract, and hire talent. The HR team knows the number of employees adequate for smooth business operations. If there are too many employees, the organization tends to spend its financial resources unproductively. If there are less no. of employees, the organization will not be able to meet its daily operational goals. The HR team also offers induction seminars or orientations for its new employees to explain organizational policies and procedures.
● Job Analysis
Job analysis is one of the most important aspects of HR operations. It is the process of finding out what a particular department requires from its employees. The HR examines the job content, duties, and responsibilities given by the operational heads and ensures that they are relevant to the real work that is being performed. Hence, this process helps to hire the right people for the right job which in turn leads to employee motivation and optimal use of resources of the organization
● Employee Relationship Management
Employee relationship management refers to the development of a positive work environment and managing relationships between management and employees. Creating a positive employee relationship is vital as employee satisfaction is directly related to productivity. The role of HR in employee management is important because it schedules training programs, approves performance reviews, manages a hot-line for employee situations, and handles disciplinary and grievances issues.
By acting upon the standard norms of the organizations, HR ensures proper business communication among employees and carries out efficient conflict management.
Author’s bio: Pardeep Garg is an online entrepreneur and author. He is passionate about Market Research and loves to write on topics Market Research, Business, Digital Marketing, Finance, Information, and Opinions to success in life.