How Does Effective HR Planning Shape People Resourcing? Seeking Insights and Key Concepts

What is the impact of effective HR planning upon people resourcing activities?

Can anyone give me an insight?

Key concepts of HR planning and people resourcing

What are the key concepts of HR planning and people resourcing that I must include? Thank you.

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 was in the loop and laid the plans for recruitment. Two months out, the resourcing kicked in, and the person came in the door on time. (Never mind that I had to resource in Australia for a contract here in Canada - I said the skills were rare!)

Hope this helps. Feel free to delve or probe for more.

"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 and people resourcing that I must include? Thank you."

I was thinking more along the lines of looking at the theory of what HR Planning is and people resourcing in general. Then, I was going to discuss how effective planning can impact people resourcing, for example, recruitment, retention, etc.

Regarding 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 & benefits, 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 people resourcing can assist HR planning based on organizational strategy.

We need to forecast the demand and supply, future internal supply, and external supply. Based on the demand and supply, we can organize people resourcing activities. For example, the company may need to employ more staff for the upcoming large number of retirements or provide more training for unskilled individuals. All these activities can help the organization develop a well-structured HR plan.

That is my point of view on the above topic. Welcome all to comment and provide opinions.