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Strategic human resource planning

From Wikipedia, the free encyclopedia Jump to: navigation, search Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning.

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1 Best Practices 2 Implementation Stages o 2.1 Stage 1 o 2.2 Stage 2 3 Overarching Policy, Process & Tools o 3.1 Common Competency Dictionary and Architecture o 3.2 Human Resource Information Management Infrastructure o 3.3 Governance / Accountability Structure 4 Process Implementation Stages o 4.1 Stage 1

4.2 Stage 2

[edit] Best Practices

when the resources will be needed.g.Term HR Planning . Competency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their competencies against the capacity needed to achieve the vision.). developed and implemented to close the gaps. hiring / staffing. mission and business goals of the organization.. learning.g. the required competencies.. Targeted human resource strategies. These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organizations in the desired direction. etc. succession management. and corrections are made as needed. but also the numbers and types of human resources that will be needed to achieve the defined business goals (e. plans and programs to address gaps (e. This Strategic HR Planning and evaluation cycle is depicted in the diagram below. etc. [edit] Implementation Stages The following implementation stages are suggested for mid to large organizations implementing competencies in support of Strategic Human Resources Planning. career development.The planning processes of most best practice organizations not only define what will be accomplished within a given timeframe. number of human resources. [edit] Stage 1 Short .) are then designed. including closing employee competency gaps.

governance and accountability framework in place to support the development. Determine how competencies will be integrated with the existing HR Planning process and systems (e. [edit] Governance / Accountability Structure Organizations that have effectively implemented competencies on a corporate-wide basis have ensured that there is an appropriate project management. for the main part because organizations have not invested in the talent management software systems and infrastructure to facilitate full and effective implementation. define the roles and career streams to help identify current and future human resources needs.g. maintenance and revision / updating of the competency profiles to meet changing demands. for example forecasting models). [edit] Human Resource Information Management Infrastructure In a recent review. therefore. the Gartner Group noted that CBM talent management initiatives have not necessarily yielded the desired benefits and return on investment. [edit] Stage 2 • • • Build or revamp HR Planning tools. Maintaining this common architecture is essential for ensuring that all human resource management applications are fully integrated and that maximum efficiencies can be gained. Process & Tools [edit] Common Competency Dictionary and Architecture Establishing a common Competency Dictionary and Architecture is fundamental for the successful implementation of competencies throughout the organization.. It is important. Continuously monitor and improve processes. [edit] Process Implementation Stages . tools and systems to support HR Planning [edit] Overarching Policy. For each group to be profiled. organizations need to have a human resources management system and online tools and processes that will support many of the implementation recommendations contained in this document. to identify an organizational group accountable for the maintenance of the Competency Dictionary and Architecture on an ongoing basis. templates and processes to incorporate elements as determined in Stage 1. Train managers and / or facilitate corporate HR Planning process. other computer-based tools.• • • Establish a Competency Architecture and Competency Dictionary that will support Strategic Human Resource Planning. Human Resource Information Management systems. To gain maximum benefit from CBM.

Monitor and evaluate applications to ensure that they are meeting organizational needs. [edit] Stage 2 • • Develop. Retrieved from "http://en.The following implementation stages are suggested for mid to large organizations. þÿ ..g. Thanks! Your ratings have been saved.g.. send me an e-mail (optional) We will send you a confirmation e-mail.wikipedia. other on-line software tools needed to support various CBM applications). to meet evolving needs. Implement the competency profiles in a staged-way to demonstrate benefits and create buy-in (e. Develop the competency profiles. An error has Submit ratings Saved successfully Your ratings have not been submitted yet Your ratings have expired Please reevaluate this page and submit new ratings. and adjust programs / plans. implement quickly within a low-risk high-benefit planned application for the group). Human Resources Information Management System. We will not share your e-mail address with outside parties as per our feedback privacy statement. Please take a moment to complete a short survey. as needed. Communicate success stories as competency profiles are implemented. revise / update competency profiles to meet changing demands. as soon as profiles for a group are developed. Please try again later.php? title=Strategic_human_resource_planning&oldid=456614588" View page ratings Rate this page What's this? Trustworthy Objective Complete Well-written I am highly knowledgeable about this topic (optional) I have a relevant college/university degree It is part of my profession It is a deep personal passion The source of my knowledge is not listed here I would like to help improve Wikipedia. [edit] Stage 1 • • • • Identify the infrastructure and system requirements to support full implementation (e.

Did you know that you can edit this page? Edit this page Maybe later Categories: • Human resource management Personal tools • Log in / create account Namespaces • • Article Discussion Variants Views • • • Actions Search þÿ Read Edit View history Navigation • • • • • • Main page Contents Featured content Current events Random article Donate to Wikipedia Interaction . and be a part of the community. Do you want to create an account? An account will help you track your edits.Start survey Maybe later Thanks! Your ratings have been saved. Create an accountorLog in Maybe later Thanks! Your ratings have been saved. get involved in discussions.

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