Principles of Human Resources Planning

Principles of Human Resources Planning

Principles of Human Resources Planning

Human resource planning, in essence, refers to capturing the people element' of an organization with an inclination towards achieving the objectives in the medium to long term ensuring that it has the right people in the right place performing the right roles with the right skills and keeping a check on the employees behaviors and attitudes and making sure that they are developed in the right way.

HR strategies will add more value to the organization when they articulate on achieving plans and strategies that have not been completely identified previously and also address its fundamental underlying issues with regard to motivating its employees to remain committed and to operate effectively. These issues could include workforce planning issues, succession planning, workforce skills plans, employment equity plans, and motivation and fair treatment issues and so on.

The top three components that represent the need for planning would be to set the strategic direction and objective that the organization seeks to achieve, to design the human resource management system and accordingly shape it for success and to plan the total workforce. However as the pace and magnitude of change increases, the approach to planning would change from agile, to proactive and finally to less reactive. The remaining step would then be to determine the quality and quantity of human resources that the organization needs for its total workforce.

It is necessary to conduct an external environmental scan from time to time and evaluate its impact on the organization. Also identifying the organization's vision, mission and guiding principles along with the outcome of the mission and the strategic goals need to be checked upon. It is also necessary to conduct employment systems review and identify relevant human resource best practices.

Another important step would be to determine the appropriate organizational structure to support the strategic objectives, structure the jobs around key activities, and develop an appropriate workforce plan customized to support the organization's strategic objectives. The next step would be to compile workforce profile, identify designated groups, maintain an inventory of current workforce competencies and those required in future and identify any existing gaps.

Once all this has been done, the human resource personnel need to identify appropriate policies, procedures and practices in lieu of career path, performance appraisal, encourage employee development and learning, manage rewards and benefits, award promotions and job assignments and so on.

Finally, HR policies must be inclined towards achieving the organization's objectives. These strategies can be critical inputs in determining the strategic initiatives for the organization. It would be wrong to develop such strategies without keeping the goals and objectives of the company in mind. Similarly, hiring resources without a definite resource plan in mind would prove to be meaningless.

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