Universidad Anáhuac México Norte

Facultad Economía y Negocios

3b. Summary. Human Resources Planning

Student:
Carlos Fernando Sibrian

Teacher:
Ricardo Carlos Alvarado Alfaro

Date
23 February 2024
3.1 Strategic resourcing and workforce planning

Strategic resourcing is a key part of strategic human resource management,

matching human resources to the strategic and operational requirements of the
organization and ensuring the full utilization of those resources. The concept that the
strategic capability of a firm depends on its resource capability in the shape of
people (the resource-based view) provides the rationale for strategic resourcing. The
objective is therefore to ensure that a firm achieves competitive advantage by
recruiting, retaining and developing more capable people than its rivals.

The integration of business and resourcing strategies is based on an understanding

of the direction in which the organization is going and the determination of:

● The numbers of people required to meet business needs;

● The skills and behavior required to support the achievement of business
strategies;
● The impact of organizational restructuring as a result of rationalization,
decentralization, delayering, acquisitions, mergers, product or market development,
or the introduction of new technology – for example, cellular manufacturing;
● Plans for changing the culture of the organization in such areas as ability to
deliver, performance standards, quality, customer service, team working and
flexibility, which indicate the need for people with different attitudes, beliefs and
personal characteristics.

Strategic HRM places more emphasis than traditional personnel management on

finding people whose attitudes and behavior are likely to fit what management
believes to be appropriate and conducive to success.

Workforce planning is a core process of human resource management that is

shaped by the organizational strategy and ensures the right number of people with
the right skills, in the right place at the right time to deliver short- and long-term
organizational objectives. Workforce planning may be conducted as an overall
approach to establishing and satisfying people requirements covering all major
employee categories and skills.

Workforce planning is an integral part of business planning. The strategic planning

process defines projected changes in the types of activities carried out by the
organization and the scale of those activities. It identifies the core competencies that
the organization needs to achieve its goals and therefore its skill and behavioral
requirements.
3.2 HR Planning: How to Apply Human Resource Planning in Practice (Boeing
Case)

This video discusses how Boeing addressed the shortage of skilled labor through HR
planning. As orders for new airplanes increased, Boeing invested in vocational
training programs, partnered with schools and colleges, and implemented initiatives
to attract and nurture talent. This strategic HR planning ensured that the company
had enough skilled technicians to deliver airplanes on time. The video also
emphasizes the importance of forecasting the future workforce and aligning it with
HR supply, leading to a dynamic personnel action plan. The example of Boeing's
proactive recruitment, vocational training, and investment in automation illustrates
how HR planning can contribute to meeting strategic goals and achieving business
success.

3.3 Case studies of successful strategic human resource planning programs

The article on Testlify discusses the importance of strategic human resource

planning (SHRP) and provides examples of successful implementation in various
companies.

Overall, the article emphasizes that SHRP is not just about filling HR needs, but about
using human resources strategically to achieve organizational objectives. It
showcases successful examples and encourages organizations to consider
implementing SHRP for a competitive advantage.

3.4 The influence of quality tools in human resources management

The article discusses the impact of quality tools on Human Resources management,
emphasizing the importance of adapting management practices to cultural
specificities. It highlights the need for a thorough analysis of industry branches,
companies, and work groups to understand the influences on HR management. The
study showcases the use of tools like Pareto charts and Ishikawa-Fishbone
diagrams to identify and address production flaws effectively. Effective
communication and collaboration among departments are crucial for utilizing these
tools successfully.
3.5 Human Resource Planning Tools and Techniques

The article discusses the importance of human resource planning tools and
techniques for effective HR management. It emphasizes that having the right tools
and techniques allows HR professionals to make informed decisions and ensure the
smooth operation of the business.

A well-defined HR plan helps anticipate future staffing needs, adapt to changes, and
manage talent effectively. These tools provide data and insights to support informed
decision-making in areas like recruitment, training, and retention.

3.6 How To develop great KPIs (Key Performance Indicators)

The speaker discusses how to define great Key Performance Indicators (KPIs) for a
business, department or project. The first step is to define a strategic goal, which
involves identifying a clear audience and a key performance question. The second
step is to be clear about how the indicator will be measured, and data should be
collected frequently to track trends and fluctuations over the course of a year. The
fourth step is to create a little contract outlining how the indicator will be used and
not used. The third and fifth steps involve considering indicators of completeness
and designing a cost-effective, controlled measurement system to minimize negative
consequences.

3.7 Top HR KPIs to Track

The speaker in the video discusses the top HR KPIs to track in 2023. These include
the Net Promoter Score (NPS) to measure employee satisfaction and loyalty, the
90-day failure rate to assess issues with recruitment or company culture, training
costs per employee to evaluate training effectiveness, diversity metrics to track
diversity progression, and workplace accidents to identify areas for improvement in
safety. Monitoring these KPIs can help improve company culture, recruitment,
training, diversity, and safety in the organization.