HRP is a process which anticipates and maps out the consequences of the business strategy on the organization's human resources. HRP reflects planning skills and competence needs as well as total headcounts. Even a small organization with as few as 10 staff can develop a strategic plan to guide decisions about the future. Based on the strategic plan, your organization can develop a strategic HR plan that will allow you to make HR management decisions now to support the future direction of the organization. Strategic HR planning is also important from a budgetary point of view so that you can factor the costs of recruitment, training, etc. into your organizational budget.
The overall purpose of strategic HR planning is to:
• Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time
• Keep up with social, economic, legislative, and technological trends that impact human resources in your area and sector
• Remain flexible so that your organization can manage change if the future is different than anticipated
The strategic HR planning process:
1. Assessing the current HR capacity
2. Forecasting HR requirements
3. Gap analysis
4. Developing HR strategies to support organizational strategy
There are five HR strategies for meeting your organization's needs in the future:
• Restructuring strategies
• Training and development strategies
• Recruitment strategies
• Outsourcing strategies
• Collaboration strategies
Documenting the HR plan: Once the strategies for HR in your organization have been developed, they should be documented in an HR plan. This is a brief document that states the key assumptions and resulting strategies along with who has responsibility for the strategies and the timelines for implementation.
Implementing the HR plan: Once the HR strategic plan is complete, the next step is to implement it.
Agreement with the plan: Ensure that the board chair, CEO, and senior managers agree with the strategic HR plan. It may seem like a redundant step if everyone has been involved all the way along, but it's always good to get final confirmation.
Communication: The strategic HR plan needs to be communicated throughout the organization. Your communication should include:
• How the plan ties to the organization's overall strategic plan
• What changes in HR management policies, practices, and activities will be made to support the strategic plan
• How any changes in HR management will impact staff, including a timeframe if appropriate
• How each individual member of staff can contribute to the plan
• How staff will be supported through any changes
• How the organization will be different in the future
It is impossible to communicate too much (but all too easy to communicate too little), especially when changes involve people. However, the amount of detail should vary depending on the audience.
Legislation and mandate: Ensure that the actions you are considering are compliant with existing laws, regulations, and the constitution and bylaws of your organization.
Organizational needs: Whether you are increasing or reducing the number of employees, there are implications for space and equipment, and on existing resources such as payroll and benefit plans.
Evaluation: HR plans need to be updated regularly. You will need to establish the information necessary to evaluate the success of the new plan. Benchmarks need to be selected and measured over time to determine if the plan is successful in achieving the desired objectives.
By Priti Shah Laurent & Benon Management Consultants Ltd, a public limited company with its corporate office Gurgaon with Pan-India presence. We as an organization strive to offer the right Human Resource Solutions at the right time and enable our clients to enhance the net worth of their human resource capital.
For further information, please visit us at: http://www.laurentandbenon.co.in/ Visit the blog at: http://laurentandbenon.blogspot.com/
From India, Pune
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The overall purpose of strategic HR planning is to:
• Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time
• Keep up with social, economic, legislative, and technological trends that impact human resources in your area and sector
• Remain flexible so that your organization can manage change if the future is different than anticipated
The strategic HR planning process:
1. Assessing the current HR capacity
2. Forecasting HR requirements
3. Gap analysis
4. Developing HR strategies to support organizational strategy
There are five HR strategies for meeting your organization's needs in the future:
• Restructuring strategies
• Training and development strategies
• Recruitment strategies
• Outsourcing strategies
• Collaboration strategies
Documenting the HR plan: Once the strategies for HR in your organization have been developed, they should be documented in an HR plan. This is a brief document that states the key assumptions and resulting strategies along with who has responsibility for the strategies and the timelines for implementation.
Implementing the HR plan: Once the HR strategic plan is complete, the next step is to implement it.
Agreement with the plan: Ensure that the board chair, CEO, and senior managers agree with the strategic HR plan. It may seem like a redundant step if everyone has been involved all the way along, but it's always good to get final confirmation.
Communication: The strategic HR plan needs to be communicated throughout the organization. Your communication should include:
• How the plan ties to the organization's overall strategic plan
• What changes in HR management policies, practices, and activities will be made to support the strategic plan
• How any changes in HR management will impact staff, including a timeframe if appropriate
• How each individual member of staff can contribute to the plan
• How staff will be supported through any changes
• How the organization will be different in the future
It is impossible to communicate too much (but all too easy to communicate too little), especially when changes involve people. However, the amount of detail should vary depending on the audience.
Legislation and mandate: Ensure that the actions you are considering are compliant with existing laws, regulations, and the constitution and bylaws of your organization.
Organizational needs: Whether you are increasing or reducing the number of employees, there are implications for space and equipment, and on existing resources such as payroll and benefit plans.
Evaluation: HR plans need to be updated regularly. You will need to establish the information necessary to evaluate the success of the new plan. Benchmarks need to be selected and measured over time to determine if the plan is successful in achieving the desired objectives.
By Priti Shah Laurent & Benon Management Consultants Ltd, a public limited company with its corporate office Gurgaon with Pan-India presence. We as an organization strive to offer the right Human Resource Solutions at the right time and enable our clients to enhance the net worth of their human resource capital.
For further information, please visit us at: http://www.laurentandbenon.co.in/ Visit the blog at: http://laurentandbenon.blogspot.com/
From India, Pune
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