What Is Involved in the Human Resources Planning Process?

Human resource planning refers to the purpose of meeting the strategic and tactical goals of the enterprise and meeting the needs for the quality and quantity of human resources in the enterprise for a period of time. Based on the current human resources situation of the enterprise, it is determined Forecasting and planning arrangements. A complete human resources plan includes all aspects of human resource development and management. ^[1]

Human resources plan

Human resource planning refers to the purpose of meeting the strategic and tactical goals of the enterprise and meeting the needs for the quality and quantity of human resources in the enterprise for a period of time. Based on the current human resources situation of the enterprise, it is determined Forecasting and planning arrangements. A complete human resources plan includes all aspects of human resource development and management. ^[1]

There are two levels of organizational human resources planning:

First, the overall human resources plan, that is, the organizing system of the human resources plan. Contents include: during the planning period

The plans proposed by management and the human resources department are integrated as two parts in the same planning process.

The result is an organizational business plan. The plan reflects the fact that human resources projects and actions are characterized by supporting business goals.

Propose human resources recommendations, explore problems with human resources projects and services with managers, and work with managers to formulate strategies to achieve the goals of the organization.

HR planning time span

Short-term plan (within one year). Requirements: clear purpose, specific content, and flexibility.

Medium-term plan (three to five years). Requirements: Suitable for the organization's overall development goals in the medium term, mainly based on human resources management policies and measures.

Long-term plan (five years-ten years). Requirements: It is suitable for the organization's overall long-term development goals, and systematically plans the overall strategy, general policy, and overall goals of the organization's human resources development and management. It is strategic and instructive for the organization's human resources development and management, and directly provides the framework and foundation for the determination and implementation of short-term and medium-term plans.

The planning time span must be consistent with the organization's overall development plan.

HR planning sequence

First, the foundation of the plan is the overall development strategy of the organization. Organizational development priorities, enterprise technology and equipment characteristics, production and marketing status, business scale, and expansion direction all require different human resources. The plan must meet the organization's requirements.

Formulating a plan, facing the external operating environment including market environment, labor market supply and demand conditions, laborer's cultural quality, relevant laws and policies as well as the region's average wage level, people's employment preferences, etc., will form constraints on the formulation of human resources plans. Therefore, we must clearly analyze the external conditions as the necessary basis for making plans.

Second, analyze the existing human resources of the organization. In accordance with the development requirements of the organization, carry out an inventory of resources such as the number, quality, and configuration of existing manpower.

Third, forecast the supply and demand of human resources in the organization. Clear the current situation and development gap, analyze the internal and external human supply situation, and make predictions.

Fourth, develop human resources plans, including master plans and functional plans. Note: the planning time span, the balance and convergence between different functional plans and related systems.

Fifth, improve the plan implementation supervision and control mechanism to ensure plan implementation.

Sixth, improve the plan evaluation and adjustment system. Evaluate the effectiveness of the plan in a timely manner and make timely adjustments to ensure the effectiveness of the plan.