Hi, Is HR planning relevant for big organisations? What are some of the examples that can be included? Cheers Rachel
From Singapore, Singapore
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From Singapore, Singapore
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HR PLANNING [HRP]
HRP is relevant to both small and large organizations. It is more relevant to large organizations than small ones, as HR is a major cost factor in operational costs. HRP determines the HR required by the organization to achieve its strategic goals and objectives. HRP is an integral part of CORPORATE STRATEGIC PLANNING.
HRP has two elements:
1. HARD ELEMENT based on quantitative analysis of the right number of people of the right types.
2. SOFT ELEMENT based on qualitative analysis of the right attitudes, motivation, commitment, and behaviors.
HRP consists of 3 steps:
1. DEMAND FORECASTING FUTURE PEOPLE NEEDS.
2. SUPPLY FORECASTING THE FUTURE AVAILABILITY OF PEOPLE.
3. ACTION PLANS TO MATCH SUPPLY TO DEMAND.
HRP process involves:
1. CORPORATE STRATEGIC PLANS.
2. CORPORATE RESOURCING STRATEGY/PLANS.
- SCENARIO PLANNING
- DEMAND/SUPPLY FORECASTING
- LABOR TURNOVER ANALYSIS
3. WORK ENVIRONMENT ANALYSIS
4. OPERATIONAL EFFECTIVENESS ANALYSIS
5. HR PLANS
- RESOURCING
- RETENTION
- FLEXIBILITY
- PRODUCTIVITY
Hope this is useful to you.
Regards,
LEO LINGHAM
From India, Mumbai
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270HRP is relevant to both small and large organizations. It is more relevant to large organizations than small ones, as HR is a major cost factor in operational costs. HRP determines the HR required by the organization to achieve its strategic goals and objectives. HRP is an integral part of CORPORATE STRATEGIC PLANNING.
HRP has two elements:
1. HARD ELEMENT based on quantitative analysis of the right number of people of the right types.
2. SOFT ELEMENT based on qualitative analysis of the right attitudes, motivation, commitment, and behaviors.
HRP consists of 3 steps:
1. DEMAND FORECASTING FUTURE PEOPLE NEEDS.
2. SUPPLY FORECASTING THE FUTURE AVAILABILITY OF PEOPLE.
3. ACTION PLANS TO MATCH SUPPLY TO DEMAND.
HRP process involves:
1. CORPORATE STRATEGIC PLANS.
2. CORPORATE RESOURCING STRATEGY/PLANS.
- SCENARIO PLANNING
- DEMAND/SUPPLY FORECASTING
- LABOR TURNOVER ANALYSIS
3. WORK ENVIRONMENT ANALYSIS
4. OPERATIONAL EFFECTIVENESS ANALYSIS
5. HR PLANS
- RESOURCING
- RETENTION
- FLEXIBILITY
- PRODUCTIVITY
Hope this is useful to you.
Regards,
LEO LINGHAM
From India, Mumbai
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HR Planning-ACC.zi p
HR Planning Tools.doc
HR Planning.ppt