Hi, Is HR planning relevant for big organisations? What are some of the examples that can be included? Cheers Rachel
From Singapore, Singapore
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From Singapore, Singapore
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HR PLANNING [ HR P]
HR P is relevant to both small / large organization.
It is more relevant to large than small one, as HR is
major cost factor in operation cost.
HR P determines the HR required by the organization to
achieve its strategic goals/ objectives.
HR P is an integral part of CORPORATE STRATEGIC PLANNING.
HR P has two elements
1. HARD ELEMENT based on quantitative analysis of right number
of people of the right types.
2. SOFT ELEMENT based on qualitative analysis of right attitudes,
right motivation/ commitment and behaviors.
HR P consists of 3 steps
1.DEMAND FORECASTING FUTURE PEOPLE NEEDS.
2.SUPPLY FORECASTING THE FUTURE AVAILABILITY OF PEOPLE.
3. ACTION PLANS TO MATCH SUPPLY TO DEMAND.
HR P process involves
1.CORPORATE STRATEGIC PLANS.
2.CORPORATE RESOURCING STRATEGY / PLANS.
-SCENARIO PLANNING
-DEMAND / SUPPLY FORECASTING
-LABOR TURNOVER ANALYSIS
3.WORK ENVIRONMENT ANALYSIS
4.OPERATIONAL EFFECTIVENESS ANALYSIS
5.HR PLANS
-RESOURCING
-RETENTION
-FLEXIBILITY
-PRODUCTIVITY
hope this is useful to you
regards
LEO LINGHAM
From India, Mumbai
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270HR P is relevant to both small / large organization.
It is more relevant to large than small one, as HR is
major cost factor in operation cost.
HR P determines the HR required by the organization to
achieve its strategic goals/ objectives.
HR P is an integral part of CORPORATE STRATEGIC PLANNING.
HR P has two elements
1. HARD ELEMENT based on quantitative analysis of right number
of people of the right types.
2. SOFT ELEMENT based on qualitative analysis of right attitudes,
right motivation/ commitment and behaviors.
HR P consists of 3 steps
1.DEMAND FORECASTING FUTURE PEOPLE NEEDS.
2.SUPPLY FORECASTING THE FUTURE AVAILABILITY OF PEOPLE.
3. ACTION PLANS TO MATCH SUPPLY TO DEMAND.
HR P process involves
1.CORPORATE STRATEGIC PLANS.
2.CORPORATE RESOURCING STRATEGY / PLANS.
-SCENARIO PLANNING
-DEMAND / SUPPLY FORECASTING
-LABOR TURNOVER ANALYSIS
3.WORK ENVIRONMENT ANALYSIS
4.OPERATIONAL EFFECTIVENESS ANALYSIS
5.HR PLANS
-RESOURCING
-RETENTION
-FLEXIBILITY
-PRODUCTIVITY
hope this is useful to you
regards
LEO LINGHAM
From India, Mumbai
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