John Bolden
President & Chief Change Officer
Aimee
Student
Kcl630
Student

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What is the impact of effective HR planning upon people resourcing activities?
Can anyone give me an insight? what are the key concepts of HR Planning :shock: and people resourcing that I must include?
Thank you

From United Kingdom, Leeds
Hello...
Turn the question inside out...what will the organization be doing in the future (near, mid and long term)...what do these strategies or plans (new types of business, new services, skills, growth, contraction, outsourcing, acquisition, etc) mean in terms of HR planning...from this there should be a near, mid and long term HR plan that interlocks with the business plan. The HR plan becomes the guide for timing, skills, budget, etc of people resourcing activities...
An example - I led a very large business transformation project, The team knew that they needed some specialized skills four months out...HR were in the loop and laid the plans for recruitment, two months out the resourcing kicked in...the person came in the door on time. (Never mind that I had to resource in Australia for a contract here in canada - Isaid the skills was rare!)
Hope this helps, feel free to delve or probe for more...

From United States,
I was thinking more of the lines at looking at the theory of what is HR Planning and people resourcing in general. Then I was going to say how effective planning can effect people resourcing e.g recruitment, retention etc.
From United Kingdom, Leeds
Regarding to the captioned,I have my point of view but i'm not sure whether the direction is correct or not, please comment!
It should be how people resourcing such as compensation & benetfit, training & development; recruitment & selection can affect the effectiveness of HR planning.
As John Bolden mentioned before, HR planning should interlock with HR strategy, that means we should consider how can the people resourcing assist the HR planning upon organization strategy.
We need to forecast the demand and supply; future internal supply and external supply, Base on the demand and supply to organize the people resourcing activities, for example the company need to employ more staff for the coming large amount of retirement or to provide more training for the unskilled people etc...all this activities can help the organization to have a well developed HR planning.
That is my point of view for the above topic...Welcome all to comment and provide opinion....


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