Human Resource Planning

QUESTION 1

The process of anticipating and providing for the movement of people into, within and out of an organisation is what is known as Human Resource Planning.

To anticipate labour requirements, it is first necessary to determine how the strategic objectives will be orientated. This step entails clearly identifying the type of competencies and resources required by the company. It also involves determining the most appropriate time to hire personnel in order to implement actions that will make it possible to create the ideal situation in accordance with the established schedule. The following questions can be asked to identify the requirements:

• What position do we need to fill?

• How will the existing positions evolve?

• What types of competencies are necessary?

• How many people do we need to do the work?

• When and for how long?

• Is there anyone among the existing personnel who could do the job?

• Do we currently have any employees who could do the work, with training?

This tool is used to compile the overall picture of human resources requirements

based on each corporate division, job titles, current employees and upcoming hiring

initiatives. This model can be used to collect a significant amount of useful information

so as to accurately anticipate the advancement and promotion of existing

personnel.

1.2

1. STRATEGIC REFLECTION

Analysis of the environment

Development of organisational objectives.

2. HR REQUIREMENT FORECAST

3. HR AVAILABILITY FORECAST

4. GAP ANALYSIS

5. PLANNING HR INITIATIVES

STEP1

STRATEGIC REFLECTION

The first step focuses on the future of the organization: what will happen in the next two years? The next five years? A labour development plan is then developed, including the actions that must be taken to attain long-term growth objectives.

The strategic reflection activity strives to compile a balance sheet for the current...