Chapter Two
Human resources planning
Five Essential Steps to Human Resources Planning Human resources planning is the process of identifying current and future human resources needs. It involves securing the right people, building a supportive work environment and developing the capacity to ensure the organization’s success and a confident future for the Organization.
STEP 1. Determine your Business Goals
First you need to have a clear understanding of where your organization is headed. Review the government’s key priorities or emerging directions that could have an impact on your organization’s mandate Review your organization’s business priorities, budget allocations and performance indicators STEP 2. Scan the environment
Identify the external and internal factors that could affect your organization’s capacity to meet its objectives. External Factors Labour market trends Current and projected economic conditions Changes in legislation Technological advancements Cultural and social values Internal Factors Workforce composition (profile, trends, skills) Changes in policy platform, guidelines, program delivery, organizational structure Government-wide initiatives, such as diversity and employment equity; official languages; training, learning and development; values and ethics; workplace well-being STEP 3. Conduct gap analysis
Based on Step 1 and Step 2, determine your organization’s current and future human resources needs. Identify possible skills shortages in specific occupational groups or potential need for new skills Identify possible need for succession planning and management Ensure that you have met your obligations related to diversity and employment equity; official languages; training, learning and development; and values and ethics STEP 4. Set HR priorities to help achieve business goals
Based on steps 1 to 3, determine the major human resources priorities and the strategies you will use to achieve the desired outcomes. Include human resources priorities and key planning issues in your organization’s Report on Plans and Priorities Factor in budgetary considerations into your human resources plan Communicate your human resources plan to all employees and stakeholders and engage managers in its implementation STEP 5. Measure, monitor and report on progress
Key to successful implementation is constantly measuring, monitoring and reporting on progress, and responding to changing circumstances. Ensure human resources performance measures are aligned with indicators in the Management Accountability Framework and the People Component of the same Framework Establish a process that allows for regular review, adjustments and communication of changes
STEP 1. Review Your Business Goals
STEP 3. Identify the Gaps
STEP 4. Develop Your Plan
STEP 2. Scan the Environment
STEP 5. Measure Your Progress
PURPOSE OF THE HUMAN RESOURCES PLANNING
1. To ensure optimum use of human resources current employees.
2. To assess or forecast future skill requirement.
3. To provide control measures to ensure that necessary resources are available as when required.
THE OBJECTIVES OF HUMAN RESOURCE PLANNING MAY BE SUMMARIZED AS BELOW:
Forecasting Human Resources Requirements: HRP is essential to determine the future needs of HR in an organization. In the absence of this plan it is very difficult to provide the right kind of people at the right time.
Effective Management of Change: Proper planning is required to cope with changes in the different aspects which affect the organization. These change needs continuation of allocation/ reallocation and effective utilization of HR in organization.
Realizing the Organizational Goals: In order to meet the expansion and other organizational activities the organizational HR planning is essential.
Promoting Employees: HRP gives the feedback in the form of employee data which can be used in decisionmaking in promotional opportunities to be made available for the organization.
Effective Utilization of HR: The data base will provide the useful information in identifying surplus and deficiency in human resources.