INTEGRATED STRATEGIC PLANNING AND HUMAN RESOURCE PLANNING
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INTEGRATED STRATEGIC PLANNING AND HUMAN RESOURCE PLANNING

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INTEGRATED STRATEGIC PLANNING AND HUMAN RESOURCE PLANNING

Human resources planning like production planning, financial planning an marketing planning, should be an unified, comprehensive and integrated part of the total corporation. Human resource manager provides inputs like key HR areas, HR environmental constraints and internal HR capabilities and HR capability constraints to the corporate strategists .The corporate strategists in turn communicate their needs and constraints to the HR manager. The corporate strategic plan and Hr plan ,thus incorporates both HR and other functional plans.

Corporations formulates plans to fit four times spans:

1. Strategic plans that establish company’s vision, mission and major long range objectives. The time span for strategic plans is usually considered to be five or more years.
2. Intermediate –range plans covering about a three year period .These are more specific plans in support of strategic plan.
3. Operating plans cover about one year. Plans are prepared month by month in sufficient detail for profit , human resources, budget and cost control.
4. Activity plans are the day-by-day and week-by-week plans These plans may not be documented .


Strategic Plan vis-ŕ-vis Human Resource Plan: Corporate –Level Plan


Top managements formulates corporate-level plan based on corporate philosophy ,policy, vision and mission .The HRM role is to raise the broad and policy issues relating to human resources .The HR issues are related to employment policy, HRD policies, remuneration policies etc .The HR department prepares HR strategies ,objectives and policies consistent with company strategy.


Intermediate –Level Plan

Large-scale and diversified companies organize Strategic Business Units (SBU) for the related activities .SBUs prepare intermediate plans and implement them .HR managers prepare specific plans for acquiring future managers, key personnel and total number of employees in support of company requirements over the next three years.

Operations Plan

Operations plans are prepared at the lowest business profit centre level. these plans are supported by the HR Plans relating to recruitment of skilled personnel ,developing compensation structure, designing new jobs, developing ,leadership improving work life etc.


Short-term Activities Plan:

Day-to-day business plans are formulated by the lowest level strategists .Day-to-day HR plans relating to handling employee benefits ,grievances ,disciplinary cases, accident reports etc. are formulated by the HR managers.

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