HR Planning:

HR Planning:

Rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost.

Is strategic human resource planning the same as human resource planning?

Technically, it's possible to do short term human resource planning that is a bit different than strategic human resource planning, in the same sense one can plan tactically or strategically. However, in basic terms, planning within human resources should be done strategically, since longer term thinking is required to effectively manage human resources over time.

If you consider the complexity of any human resource planning process, it seems obvious that the process needs to be strategic in nature. Unfortunately, many companies do not allocate enough time or resources to developing long term strategic HR plans.

So, the short answer is that they should be the same. All HR planning should be strategic. In practice, many companies plan their human resources in a shorter term, or bandaid type fashion that involves reacting to short term forces, rather than being proactive long term.What is workforce analysis?

You can't plan in human resources if you don't have the information on which to base your actions. Workforce analysis involves identifying current and anticipated future supply of labor and skills, identifying what you need and will need in the future in terms of labor, skills and competencies (demand analysis), and then identifying the gaps between the current and future supply and current and future demands (a gap analysis). Then you action plan around how to reduce the gaps.

The Government of Saskatchewan has produced a nice guide that explains these processes in more detail, and that can be accessed here. Here's a brief summary of these processes:

Supply Analysis Internal supply - Current workforce demographics- Workforce trends eligibility for retirement, separation rate, etc. External supply

Demand Analysis Critical occupations and competencies required to meet projected needs Anticipated changes of programs and services (volume, delivery channel, location and duration) Separation/turnover rates Vacancy rates

Gap Analysis Compare supply with demand analysis to determine future shortages and excess in the number of employees needed, types of occupations, and competenciesWhat Is Succession Planning?Succession planning is the process by which companies and businesses ensure that there is an orderly and planned transfer of powers, responsibilities and job functions when employees -- usually in executive and management positions, leave the company through retirement, or other means.

If we think of human resource planning as ensuring that the right people and right skills are available so the company can meet its strategic and shorter term goals, then it's clear that succession planning is an important part of this process.

In terms of process, succession planning involves identifying positions and roles where vacancies are anticipated, and identifying how the company will fill those positions. When it's determined that succession planning will rely on internal promotions, some companies will begin a process of identifying one (or more than one potential candidate), and begin the development process with them, so that when it is time for a person to step up, they have ample experience and the necessary skills to do so.

For example, a person targeted to fill an anticipated vacancy from within may be encouraged to take relevant university courses, attend seminars for skill building, shadow the current incumbent to learn the ropes, receive coaching and mentoring from the incumbent, participate in job rotations, and other developmental activities.

While it may seem that succession planning (and developmental planning) applies only to internal staff (preparing an existing employee to move up), it can also be used with a new hire, who may be hired before the incumbent leaves, and is prepared for the full position while the incumbent is still in place. The purpose is to ensure continuity of operations.What human resource functions need to be planned?

Human resource planning refers to the planning of human resource functions, or in other words, planning how human resource management will be executed. The Government of Canada suggests that HR management includes the following:

Recruiting

Selecting

Hiring

Orienting

Training and retraining

Motivating

Coaching

Mentoring

Counseling

Recognizing achievements

Empowering

Communicating

Evaluating

Promoting

Laying off

Dismissing

So, in effect HR planning refers to the development of plans in these areas or in similar areas. You may want to develop your own list specific to your organization -- a list that reflects the functions that HR does in your company.What Is Human Resource Management?Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

What is 360 Degree Feedback?

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports