Strategic human resource planning Wikipedia. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning. As defined by Bulla and Scott, human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. Reilly defined workforce planning as A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Best practiceseditThe planning processes of most best practice organizations not only define what will be accomplished within a given time frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals e. Competency based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their competencies against the capacity needed to achieve the vision, mission and business goals of the organization. Targeted human resource strategies, plans and programs to address gaps e. These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organizations in the desired direction, including closing employee competency gaps, and corrections are made as needed. This Strategic HR Planning and evaluation cycle is depicted in the diagram below. Human resource planning is the ongoing process of systematic planning to achieve the best use of an organisations most valuable asset its human resources. Don Julio Mario Libro Pdf Cruel. Book Of Strategic Management Free Download' title='Book Of Strategic Management Free Download' />The Free Excel Student Template should save you considerable time and allow for your presentation to be more professional. Do not mistake this Template for doing all. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should. Marketing MO pricing starts for as little as 299 USD per year, with versions for marketing directors, consultants and entrepreneurs. III JEANNOL KAPFERER STRATEGIC BRAND MANAGEMENT THE NEW Creating and Sustaining Brand Equity Long Term London and Philadelphia. Developing a capacity for organizational resilience through strategic human resource management. FULL/97/9780/978013/9780136006695.jpg' alt='Book Of Strategic Management Free Download' title='Book Of Strategic Management Free Download' />This book explains the following topics Financial Policy and Strategic Planning, Corporate Planning, Financial Planning, Financial Modeling, Investments Decisions. Looking for books on Management and Leadership Check our section of free ebooks and guides on Management and Leadership now This page contains list of freely. The objective of human resource HR planning is to ensure the best fit between employees and jobs, while avoiding workforce shortages or spares. The three key elements of the HR planning process are forecasting labour demand, analysing present labour supply, and balancing projected labour demand and supply. Implementation stagesedit1. Assessing the current HR capacityeditDevelop a skills catalog for your employees so that you have a clear understanding of what your staff currently holds. This employee catalog should include everything from volunteer activities to certifications, of all degrees not just topics pertaining to their particular position. These catalogs can be assessed to deem whether or not an employee is ready to add more responsibility, or to forecast the employees future development plans. Forecasting HR requirementseditThis step includes projecting what the HR needs for the future will be based on the strategic goals of the organization. Keep in mind you will need to also accommodate for external challenges that can affect your organization. Some questions to ask during this stage include. FreeeBooks. net is the internets 1 source for free eBook downloads, eBook resources eBook authors. Read download eBooks for Free anytime Read or free download SAP PDF Books, online training materials, complete beginners guide, ebooks, study material. Users need to register first in order to download or. Which jobs will need to be filled in the upcoming period What skill sets will people needHow many staff will be required to meet the strategic goals of our organization Is the economy affecting our work and ability to appeal to new employees How is our community evolving or expected to change in the upcopming period During this step you will observe where your organization is currently, and where you want to be in the future. You will identify things such as, the employee count, and the skills evaluation and compare it to what will be needed to achieve your future goal. During this phase you should also review your current HR practices and identify what you are doing that is useful and what you can add, that will help you achieve your goal. Questions to answer in this stage include. What new jobs will we needWhat new skills will we need Do our present employees have the necessary skills Are employees currently aligned to their strengthsAre current HR practices adequate to meet our future goal Developing HR strategies to support the strategies of the organization. There are 5 HR strategies that you can follow to meet your organizational goals. Restructuring strategies. This includes reducing staff, regrouping tasks to create well designed jobs, and reorganizing work groups to perform more efficiently. Training and development strategies. This includes providing the current staff with training and development opportunities to encompass new roles in the organization. Recruitment strategies. This includes recruiting new hires that already have the skills the organization will need in the future. Outsourcing strategies. This includes outreaching to external individuals or organizations to complete certain tasks. Collaboration strategies. This includes collaborating with other organizations to learn from how others do things, allow employees to gain skills and knowledge not previously available in their own organization. Tools and technologieseditHuman resources use various tools and technologies to achieve its goals, especially when it comes to strategic planning. These technologies include but are not limited to social media, policies and management information systems. TechnologieseditSocial mediaeditSocial media is used as a tool in human resources and business in general. This discipline deals with selecting appropriate social media sites and formats from the myriad options available and leveraging the same to create value for the organization. This requires an in depth understanding of the key benefits and pitfalls of social media and managing these effectively in the organizations context. This discipline emphasizes harnessing social media for effective human resource management, which includes recruitment, collaboration and engagement. It also explores the non financial impact as well as the approaches for measuring the return on investment in social media. Common social media outlets used in the HR field are Linked. In, Facebook and Google Plus. Management information systems MISeditMIS are computerized information processing systems designed to support the activities of company or organizational management. They go by various names all with varying functions, in the HR field these tools are commonly referred to as human resource management systems HRIS. Some of these software include Zenefits, Beeye, Halogen Talent Space, Bamboo HR, Clear. Company HRM and many more. These programs assist professionals in records management, benefit administration and inquiries, hiring and team placement, coaching and training, attendance and payroll management. Policies are set in place to assist in SHRP. These policies are targeted not only for selecting and training employees but also how they should conduct themselves in and outside the workplace and various other aspects of being employed at a workplace. For example, within several companies, there exists a social media policy which outlines how an employee should conduct themselves on personal accounts as a representative of their workplace. Common policies in HReditEqual Employment Opportunity policies. Employee classifications. Workdays, paydays, and pay advances. Overtime compensation. Meal periods and break periods. Payroll deductions. Vacation policies. Holidays. Sick days and personal leave for bereavement, jury duty, voting, etc. Performance evaluations and salary increases. Performance improvement. Termination policies5Behavioral scienceeditBehavioral science is the scientific study of human behavior. This applied science is used as a tool in SHRP to help understand and manage human resources.