PHASES

OF
1. Gather and analyze PLANNING
information
2. Set Goal Plan or
Objectives
3. Design and implement
programs/plans
4. Monitor and evaluate
effectiveness
PLANNING FOR HUMAN RESOURCES
NEEDS/ TARGETS:

Person In- MEASUREMENT OF

GOAL PLAN (2) PROGRAMS (3) Timing
Charge EFFECTIVENESS (4)

a) Starting
a) Recruitment
a) Conduct job fair March 1 to 30,
Officer
2023
1. TO HIRE 5
FROM 3 b) Recruitment
b) Starting Deployed or hired 5
SKILLED b) Post job vacancy add in social media April 1 to 30, skilled Technician in
Officer
2023
TECHNICIANS for May 2023
EVERY MONTH
c) Conduct internal survey inside the c) Training and c) Starting
company if there are potentials for the Development April 1 to 30,
position Officer 2023
 FORECASTING DEMAND
An important, yet challenging element of human resource planning
is forecasting demand forcertain types of skills nad positions. For
instance, 21st Century, internet, and social media skills were in
increasing demand.

In the health care industry, nursing has long been an area of high
demand. Each industry is different and each is impacted by
different factors. Staying on top of industry, regulatory,
governmental and economic changes can help businesses improve
their success at forecasting demand for employess and building
the human resource plan.
 SUCESSION PLANNING:
Succession planning is the process
whereby company leaders and HR
professionals identify key positions
within the company external staff.

Succession planning is closely tied to leadership

development, which is the process of providing training and
on-the-job experiences to prepare internal staff to step into
positions that may become vacant. Succession planning is a
key element of human resource planning.
PROCESS:
SUCCESSION PLANNING FORMAT
 FUTURE:
The late 20th and early 21st Century saw a number of shifts that
suggest changes in the nature of work in the future.

These include:
the growing use of contingent workers (people who are hired,
as needed,
to perform specific tasks, but are not physically located on
the company's premises),
the growing impact of technology on the need for certain
types of employees, which causes increased need in some
areas and declined need in others.
The most important question for any
organization is what type of workplace it will
need in order to successfully implement its
strategic mission. Once this question is
answered, the organization can focus on
recruiting, developing, motivating, and retaining
the number and fix that will required at each
point in time.
 STAFFING PLAN:

ROLE SKILLS REQUIRED TRAINING PROGRAM DURATION RESULTS

a) Ability to communicate to a) Communication skill

1 day
customer program

b) Training in basic
1. COUNTER b) Can compute 3 days Can communicate,
computation
CASHIER compute and flexible

c) Training and
Development
c) Flexible 1 week
program on Cashier duties
and responsibilities