What are the different steps of HR planning?
The basic model HR contains approximately six different HR planning steps. These steps include creating organizational goals, designing a human resource management system, calculating the required labor force, acquiring the necessary human resources, developing educational programs and comparing organizational performance with set goals. Although these steps may vary slightly between different organizations, the basic assumption remains the same. The aim of implementing these steps of planning HR is to create an organization with developed plan, competent workforce and achievement. By analyzing the organizational performance against the original goals, areas that need to be improved and can then be solved.
Creating organizational goals is the first steps of HR planning. In this step, the overall direction of society and its primary objectives is set, so the company has a definitive direction. Later, the company's overall performance measured by Agtyto's targets determine the level of success in each area and determines where they need to reacht improvement. The next step is to design the HR management system. This is an important step because it is a place where the organization and procedures of the organization together with the overall chain of command are determined.
The calculation of the required workforce is the third of the steps of HR planning. This is where the organization decides how many workers need, in addition to the requirements for the competences of each position that includes items such as education and experience. Hiring competent workers is particularly important for organizations where specific skills are needed to carry out basic jobs, for example in qualified stores. After creating a labor plan, it is the next step to obtain the necessary human resources. This means hiring and appointing workers in their assigned positions.
Development of rain t -program is one fifth of human resources planning steps. It is important to create a plan that provides continuing vzWorking education for employees, along with benefits, compensatory packages and remuneration programs based on their performance to maintain them happy and satisfied with work for society. The last step in this process is to compare the organizational performance with the goals listed in the first step. This comparison allows the organization to measure how well its operation meets their original goals, and also shows them areas that are not successful in order to make the necessary adjustments appropriately. Companies often use tools such as computer -generated performance or Scorecards for these types of comparisons.