Human Resource Planning

Question 1

What is HR Planning?

Answer 1

• A crucial process that identifies and addresses an organization’s current and future human resource needs, ensuring the right people with the right skills are available.

Matching Demand with Supply = Effective HRP

Question 2

What are the objectives of HR Planning?

Answer 2

1. Estimate the cost of HRs.
2. Effective(Optimal) use of existing HR
3. Analyse Current Workforce
4. Realising Organisational Goals.
5. Forecast(Predict) employee turnover, and create plans to reduce it.
6. Advance ability, discipline, standards, knowledge, etc.
7. Determine human resource surplus & shortage and act accordingly.

Question 3

What are the reasons for engaging in HR Planning?

Answer 3

• Keeping a Competitive Edge(Advantage):
  Ensure org to have the right number of people, with the right skills, in the right places, at the right times. This competitive advantage allows the org to succeed in a dynamic business environment.
• Aiding Long-Term Growth:

Orgs can sustain(maintain) growth and achieve their long-term objectives. HRP helps prevent talent shortages and ensures continuity.

• Adapting to Industry Shift.
  Ensure orgs to anticipate(foresee/predict) talent needs and industry dynamics, allowing them to stay ahead and adjust their workforce accordingly.

Question 4

What is the process of HR Planning?

Answer 4

1. Review your current organizational strategic plan.(Business Strategy) (HRP works together with Strategic planning - Org,al decision about how it wants to accomplish its mission and strategies.)
2. Review the current HRs situation. (By studying HR records)(Database; Stocks and flows of HRs, Who is leaving the org and when,)
3. Forecast on the future HR needs (Staff Demand & Supply)
4. Planning on meeting HR needs.
   Implement the plan – recruit, select, training, downsizing, performance mgt and training.

Question 5

What are the Techniques/Steps of HR Planning?

Answer 5

HRP; Have 4 clear steps (starting with aligning with the Business Strategy)

• Forecasting future needs. (Demand forecasting)
• Analysing the availability and supply of people. (Supply forecasting)
• Drawing up plans to Supply = Demand.

Monitoring the implementation of the plan.