I

Human Resource
is the ongoing process of systematic planning to
achieve optimum use of an organization's most
valuable asset, its human resources.

The objective of human resource (HR) planning is

to ensure the best fit between employees and
jobs, while avoiding manpower shortages or
surpluses.
1. Forecasting HR requirements
2. Analyzing future HR availabilities
3. Reconcile requirements
4. Availabilities that is determining gaps (shortages
and surpluses) between the two and develop
action plans to close the projected gaps.
Human Resouce planning is also focus on process whereby
organizations determine the staffing support they will
need to meet business needs and customer demands.

There are a variety of considerations that impact this

planning which includes impending retirements and
transitions, the availability of employees with certain
skills sets and changes in the environment that may
require training for existing employees.
 WHY DO WE NEED PLANNING?
Human Resouce planning is important and ongoing because of
both internal and external environmental changes.
Internally, businesses are impacted by turnover and
retirements.

Externally, they are impacted by changes in technology, changes in the

economy, and changes in the industry and consumer demand that may
require skills that do not currently exist within the company.

All of these impacts have an effect on the type and numbers of employees
that are indeed for the business to remain successful.
 INTERNAL VS. EXTERNAL ISSUES
Internal issues involve inner factors under the direct control of a
company. They include: Organisational structure: This is a system
that defines how certain activities are directed and aligned in
order to achieve the long-term goals of the organisation.

External issues are things outside an organisation that will impact its
progress or success. An organisation cannot control external factors,
but it can adapt to them. They include: Applicable legal and regulatory
policies: These are laws and regulations an organisation must comply
with while in operation.
EXAMPLE OF INTERNAL ISSUES
Lack of internal cooperation
In-efficient facilities
Mismanagement of People
Management Style
Poor working condition
Wasted resources
Unable to recruit talent
Resistance to change
Quality Assurance Failute
EXAMPLE OF EXTERNAL ISSUES
Supply chain disruption
Loss of a key supplier
Technology shifts
Competitive pressures
Money exchange rates
Oil price changes
Increased regulations
Investors priorities
 Group
Activities
GIVE AT LEAST 5 EXAMPLES PER GROUP

Group 1: Group 3:
Internal Issues in School External Issues a
fastfood chain
Group 2: Group 4:
Internal Issues in Human External in issues in
Resources Department manufacturing company
 PHASES
OF
PLANNING
There are four broad phases involved in planning
for human resource needs:
FIRST, gathering and analyzing
information about expected demand
based on the business's future plans
and the supply and availability of staff,
internally and externally, to meet these
demands.
SECOND, companies must identify their
specific human resource objectives, which
can involve decisions related to whether
candidates will be promoted from within or
hired externally, whether work will be
outsourced or done by employees on staff,
and whether the company prefers to staff
for excess capacity or take a streamlined
approach to staffing.
The THIRD phase of planning involves
designing and implenting programs that
are aligned with the company's objectives.
These programs will include benefit
programs to satisfy employee needs and
impact the ability to retain staff, as well as
training programs to ensure that staff are
prepared to meet current and future
demands.
Finally, the FOURTH phase of
planning will involve
monitoring and evaluating the
effectiveness of the human
resource plan and making
changes as appropriate.