How To Do Human Resource Planning?
Human resource is the most important asset of an organization. Without a proper team made up of professional and skilled personnel, an organization cannot run successfully. But from time to time the human resource structure needs to be reviewed and planned ahead for a better result. The planning of the human resource department is a continuous process that may help you to maximize the wealth and assets of the organization in the long run. Above all, it is one of the keys to the sustainability of an organization.
Human Resource Planning is a set of four major key steps that ensure the proper supply of skilled personnel in the respective departments where a possible surplus may happen in accordance with the near-future missions and vision of an organization. Whether the organization is a government, non-government, or privately owned firm, a proper human resource planning process must be implemented for the best outcome to run in a continuous process.
Human Resource Planning Step by Step
Human resource planning is a process that consists of four major steps that must be followed sequentially. And yes, this is a continuous process for the human resource department that must be implemented on a regular basis.
As an expert in HRM, I will now explain the four major steps that are the keys to achieving an organization’s goal for the HRM department:
Analysis of organizational objectives and current human resource supply
The first step you need for HRP or Human Resource Planning is to find out what your organization’s objectives are and if you have enough human resources according to the need and demand of the objectives. The human resources per department may be adequate for the moment or you may have voids at different nodes that may be needed to be fulfilled. In either case, you can see the big picture with this step of HRP.
Forecasting demand and supply
Certainly, a key point in HRP is to find out the demand and supply of skilled personnel in your organization and if they meet the upcoming needs. The present human resources can be –
- Retired or
- Layoff etc.
For filling up the void you have two sources –
- Internal sources i.e. recruiting through the employees by internal circular or headhunting
- External sources i.e. recruiting through advertisements and circulars at different platforms
Either way, the main target of this step is to prepare for necessary personnel hiring at any point necessary.
Finding out possible gaps and balancing the demand and supply
In the second step, you can easily find out the necessary personnel gap in your organization. In this step, you need to point out the gaps for balancing the demand and supply of skilled and developed personnel at different points.
Now, if you think the organization needs more managers or need to find out if the current roles are being fulfilled with present manpower, the answers can be found in this step.
If you upgrade the present unskilled manpower to developed manpower, then you need to provide training, learning, and development regularly until your goal is achieved perfectly. That may fulfill the gaps in the organization.
Generating a proper plan and implementation with essential measures
At this step, you need to formulate proper planning to bridge the gaps you have found and how to improvise afterward. The actual target of HRP is to find out the deficits in present human resources and be prepared to fulfill the gaps. For this, you may introduce –
- Training & Development
- Manpower Transfer
- Promotion etc according to the need to bridge the gaps
To implement the plan for all the departments, you must also state the necessary budgets for it. Besides, after implementing part by part planning, you need to organize, manage and control the manpower for collecting further feedback on your plan. As a result, an all-time preventive measure can be improvised according to your manpower need and demand for your organization.
Challenges of HRP
You should learn about the challenges of HRP to cope up with necessary changes from time to time:
- Employees may become sick
- Employees may take a vacation
- Employees may feel unsatisfied and willing to change the job
- Employees may face dilemmas to leave the job
- Employees may be forcefully transferred or promoted
In these cases, the deficits you try to fulfill can be overrun and give you another set of deficits from time to time.
To meet the challenges you may take preventive measures like:
- Red-head hunting to collect a list of possible candidates to fulfill any gaps possible
- Publicize the employee benefits to attract skilled and experienced personnel
- Provide training facilities to selected employees for fulfilling roles of managers
- Take necessary measures against absence and implement disciplinary actions
- Promote possible candidates and let some of the employees go for stability
The ultimate goal of HRP is to bridge the gaps in human resources all over the organization for maximizing wealth and assets. In every step of the HRP process and implementation, you must keep it in mind. This can necessarily satisfy the present team of personnel and attract more skilled and experienced employees that may fulfill the objectives of the organization, along with the vision and mission.
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