Human Resource Planning

Human resource (HR) planning is the most vital part of HR.

In this process, a complete study of the existing personnel resources and the resources that are likely to be required in the future is done. HR planning involves the devising of appropriate strategies for matching the requirements of the staff and the available vacant positions.

Why Human Resources Planning Is Important to an Organization

Managing PEOPLE is always a barometer of good management Hiring vital aspect of human resources planning because it provides the gateway for bringing in new employees and choosing individuals suited to the company's culture and activities.

Why Human Resources Planning Is Important to an Organization

Managing PEOPLE is always a barometer of good management Staffing The staffing aspect of human resources planning is important for an organization because it ensures that individual employees are delegated responsibilities suited to their skills and proclivities.

Why Human Resources Planning Is Important to an Organization

Managing PEOPLE is always a barometer of good management Benefits Human resources planning with respect to benefits ensures that your workforce will be satisfied and stay with your company long enough to build skills and knowledge.

Advantages Human Resource Planning

Proactive, Not Reactive Internal Employee Development/ Opportunities

Disadvantages of Human Resource Planning

Culture Shift Larger Investment Up Front

Four Basic Steps in the HRP process

Determining Organizational and Departmental objectives Inventory of Manpower

Forecasting competencies and skills required

Determine Action Plan

Determining Organizational and departmental objectives

Organizations use strategic planning to achieve goals. This relates to the organization's vision, mission and strategic objectives. An organization must analyze its future employment needs

EMERSON ELECTRIC ASIA LTD

Sun-August 23, 2009 03:48 PM

EMERSON VISION and Core Values

What we want to be

Vision Core Values Action Attributes

"Our mission as a company is to create long-term value for our shareholders, customers, and employees

What we stand for How we do things

specific plans to efficiently achieve above

Action Plans

August 20, 2009 GA Meetings

Revised:

Tue-June 30, 2009 05:44 PM

Mon-August 24, 2009 08:43 PM Reformatted

ACTION ATTRIBUTES (i.e., things we do to achieve the vision)

We follow the Rules (Emerson Policy and the laws) We rarely lose our good people (we retain them)
We have development plans for all our good people Let's think of attrition differently (going forward)

D-R-A-F-T

We win (at what we do) We are the best (at what we do) We take pride in our accomplishments We have high expectations of ourselves and all our people
All our people perform up to the top of their abilities We all do our part for total team success

We expend out time on value-added activities

.. And very little time on non-value add activities (e.g. 201-file problems) .. Our Customers are not helping us manage things we should not need help with

Are Customers Value our Work (they tell us, frequently)

August 20, 2009 GA Meetings

Inventory of Manpower

Matching potential candidates (internal and external) with job openings that a company expects to have over a certain period of time Analyze Current Workforce
Future Preparation Planning for Vacancies and Contingencies Career Development

Forecasting competencies and skills required

The HR department must make planning and forecasting a religious exercise. For this, an evaluation and contrast of the past and future is made. Today's needs and resources vis`-a-vis` tomorrow's needs and resources are studied.
Job Recruitment Hiring

Staffing
Budgets and Benefit Packages Training and Development

Determine Action Plan

Taking Action The final stage of human resource planning is taking action. The results of human resources forecasting determine what action a company will take. For example, if forecasts show that demand is equal to supply, a company doesn't need to do anything.
Evaluation Process Ensuring objectives are being met by the future workforce requires an evaluation process. This will determine if the workforce is adequate to satisfy strategic goals.

Determine Action Plan

Taking Action The final stage of human resource planning is taking action. The results of human resources forecasting determine what action a company will take. For example, if forecasts show that demand is equal to supply, a company doesn't need to do anything.
Evaluation Process Ensuring objectives are being met by the future workforce requires an evaluation process. This will determine if the workforce is adequate to satisfy strategic goals.

Determine Action Plan

Taking Action The final stage of human resource planning is taking action. The results of human resources forecasting determine what action a company will take. For example, if forecasts show that demand is equal to supply, a company doesn't need to do anything.
Evaluation Process Ensuring objectives are being met by the future workforce requires an evaluation process. This will determine if the workforce is adequate to satisfy strategic goals.