Human Resource Planning Process And Policies

By Author: fivestarhrseo1
Total Articles: 4
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Individuals forming the workforce for any nation are collectively termed its “Human Resource”. The human resource planning process is critical for an organization in order to tie its business strategy to its people. It is important to plan both for the long term as well as short-term tactical planning. Planning will also determine the required competencies and the type of human resource. An organization should always develop its current human resource requirements based on their existing competencies as well as the capacity needed to reach business objectives. Integration of the two forms of planning is competency based management.

To start with the human resource planning process, we consider its five arms: demand forecasting, supply forecasting, auditing, reconciliation and control. Demand forecasting is concerned with the number and type of employees as per the organizational need – requiring a deep analysis of the market. We also need to access the capacity of existing staff to see if it is sufficient to meet the organizational targets. This is done through supply forecasting. Auditing requires understanding ...
... the current supply and demand of employees as well as the shortages or surplus. For such analysis, certain actions have to be established which is done through reconciliation. These actions include implementing strategies for recruitment process, laying off existing employees in case of surplus, training and development planning to enhance workforce skill. Finally we have to control and monitor the implementations of an HR plan.

Maintaining a common architecture and consistent HR Plan is important for gaining maximum efficiency and full integration of all human resource management applications.

Risk management and risk mitigation is possible by staying updated with current employment standards and legislation. This can be done by developing appropriate human resource policies and utilizing the skills and experience of trained Human Resource professionals. Such policies are systems of coded decisions set up by the organization to support administrative personnel functions, performance management and employee relations and planning resources. The policies must be framed in such a manner to make it beneficial for the company at all levels and maintain focus on the core objectives of the business. It gives the employee key guidelines around the culture and behaviours of the organization, working procedures, organizational expectations and what in turn they should expect from the company. Employment contracts and collective bargaining agreements are another key component of the establishment of human resource policies. Hence – once again - such policies are effective in establishing and supporting the desired organizational culture.

Five Star HR provides human resources outsourcing,training and consulting services in Sydney. Coaching on policies and procedure drafting, and full human resource planning process.For more information please visit us http://www.fivestarhr.com.au/