Human Resource or HR Planning

What is Human Resource Planning?

Human Resource Planning or HRP refers to the process of accurately forecasting the future human resource requirements of an organization, along with identifying the ways to utilize the existing HR capacity of the organization to fulfil these requirements.

Definition of HR Planning

Human resource planning (HRP) software is one of the most important and useful tools in the planning and management of human resources. The Human Resource Planning software can be used for multiple functions that include preparing schedules, issuing paychecks, tracking employee absences, and managing confidential files and records of employees.

From the outside, Human Resource Planning may sound like a simple process of managing the numbers in terms of the HR requirements of the organization, but the actual process is quite complex. It may involve the HR teams to overcome many hurdles related to the effect of the current workforce in the organization, prevailing workforce market conditions, and pressure to meet the business objectives. If done well using a robust Human Resource Planning Software, human resource planning can help the organization in quite a few ways including –

Alerting the human resource department to fill up the gaps as soon as they arise

  • Short-term task management schedules (week wise) as well as long-term scheduling (future goals and progress monitoring) of employees
  • Equipping the HR managers to anticipate the workforce requirements instead of getting surprised by the sudden change of events
  • Human resource planning software is quite helpful in succession planning

Need of Human Resource Planning

The primary objective of implementing human resource planning is having a precise number of employ­ees needed, with matching skill demands to achieve organizational goals.

Any organization needs Human Resource Planning so that it can –

Provide lead time available to choose and train the needed additional human resource over a stipulated period.

Ensure the judicial use of existing human resources in the company.

Anticipate future demands of human resources with various levels of skills.

Calculate surplus or shortage of human resources available over a specified period.

Forecast the impact of technology on jobs and demands for human resources.

Regulate human resources currently deployed in the organization.

Types of HR planning?

The HR planning process is a procedure for businesses to channelize their workplace personnel, corresponding to a defined policy for streamlined business management.

This fact implies that HR planning is not troublesome if you have gathered a decent team of HR in your organization, as they know alternatives to handle the entire staff without causing a ruckus.

However, it is imperative that you familiarize your personnel with the policies which can streamline the workflows of the business and make it acceptable, transparent as-well-as adaptable.

There exist three critical categories of Human Resource planning –

Tactical Planning

This occurs after a business or individual has formulated a strategic plan that describes general goals and objectives.

Operational Planning

Operational planning is the process of drafting strategic goals as-well-as objectives to technical goals and objectives.

Strategic Planning

Strategic planning is documenting and determining the direction of your small business and gives you a place to record your mission, values, vision, long-term goals, and the action plans used to achieve them.

HR Planning Process

Human Resource Planning is a process of estimating the demand of the organization for and supply of labour force requirements in the near future.

The process involves these steps –

Estimating the Objectives of Human Resource Planning:

The aim for which human resources planning gets done must be precisely defined to ensure that the right number of people for the right job get onboard.

Calculating Current Manpower Inventory

This step involves analyzing the current workforce statistics via the stored employee information regarding their experience, skills, proficiency, and other factors needed to perform a specific job.

Employee Collaborative Work Environment

This step involves building a thriving work environment where employees collaborate and connect regularly to get work done.

Training and Development

Organizations conduct training programs to set up new employees and the old ones with the requisite skills performed on a particular job. This can be made possible with the help of a comprehensive learning management system.

Employee Payroll and Appraisal

The effectiveness of the employee payroll process must get evaluated. The human resource plan gets compared with its implementation to establish the availability of several employees for several jobs.

Predicting Employee Demand and Supply

This step involves meeting the demand for the workforce in the future, along with the perfect hiring software in place within the organization.

Problems in Human Resource Planning Process

Here are some problems that exist in the process of human resource planning –

Data Inaccuracy

A company cannot track the current and future HR trends precisely and convert the same into relevant action guidelines. Inaccuracy grows when departmental forecasts get aggregated without critical review.

Technological Uncertainties

Technological changes as-well-as market fluctuations are uncertainties, which act as hindrances to human resource planning. It involves risk to rely upon general estimates of the workforce during rapid changes in the environment.

Lack of internal support

Planning is undertaken to boost overall efficiency. In the name of cost-cutting, this can help management root out undesired labour at different levels. The few efficient personnel that survive often complain about increased workload.

Employees Resistance

Employees believe that because of widespread unemployment, individuals will be available for jobs when needed. They also feel that human resource planning increases workload.

Tips To Create A Robust Human Resource Planning Process

  1. Assess your Workforce 

You must identify your current employees’ knowledge, skills, and abilities. This step includes evaluating their strengths, education levels, and additional training.

  1. Form Employee Learning & Development Plans 

Formulating employee learning & development plans will create a definite direction on ways employees can increase their skills and promote their careers to ensure that your business forges ahead.

  1. Generate a Succession Plan 

A successful succession plan can minimize disruption by establishing critical roles in your business and employees that possess the skills to assume these positions immediately in case someone leaves.

  1. Perform a Gap Analysis 

A gap analysis can identify the resources available in your company and what you will need in the future. You assess your employee performance practices and infrastructure to figure out where your company is slipping in this step.

  1. Develop HR capabilities with AI Chatbot

Conversational chatbots are automating a lot of repetitive HR activities especially managing leave, time, and attendance module for employees. With its ability to apply, check and regularize timesheets, leaves and daily attendance make a strong use for your organizations reducing task redundancy and improving employee productivity.

Future-Proof Your HR Planning

While HR planning is becoming more and more crucial by the day in every organization, there can also arise some problems while implementing the HR process because of diverse ideologies and other reasons, as mentioned above.

However, you must follow the points mentioned above to generate a dynamic HR implementation process to ensure compliance and streamline workflow.

You must keep in mind that the effectiveness of the HR process in your organization will depend on the quality of the HR team gathered by you as they will act as the foundation for the entire procedure.

HR Solution for Specific Industries

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