Designing management system
A crosscutting matter in the planning of human resource is ensuring that the process is handled by an adequate system. The main motto of the system is managing the human resource in such a manner that it meets the goals of the organization.
The management system manages human resource procedures, plans, & policies. Say, for an example, the management system should have the capacity of tracking emerging HR management trends, like outsourcing some non-core functions, maximum use of IT and implementing those technologies if they are appropriate.
Analysis of Environment
The next step in the planning process of human resource is to know and understand the HR management context. The HR managers should have a clear concept of both external as well as internal environments.
The external environmental data includes general economical, technological and competitive status; labor market trends and regulations; rate of unemployment; available skills; labor force distribution. Internal environmental data includes long and short term strategies and plans of organization and present status of HR of an organization.
Forecasting Demand for Human Resource
Why forecasting is done? Forecasting is done for determining type and number of employees that the company will require in the future.
Forecasting should take into consideration the present and past requirements and also future directions of the organization.
The best method among all for estimating future needs of HR is Bottom-up Forecasting. This type of forecasting can be done by gathering the HR needs of numerous business units.
Personnel can be hired by the organizations from any or both of the sources – internal & external. Skill inventories system is one among all other techniques that help in tracking internal supply.
Skill inventories system is either computerized or manual that can keep the records of the employee education, experience, and unusual skills.
Forecasting is necessary in those cases also where any new employee joins the company from any outside source.
Reconciliation & Planning
The final and last step included in the process planning of Human resource is expanding action plans that are based upon collected data, available alternatives, and analysis.
The key factor is that both the employees and top management should accept the plan.
Priority should be given to the plans and the key players of the plan & hurdles to success should be identified. Some examples of the plans are HR supply plan, appraisal plan, employee consumption plan etc.
These are a few steps in the planning process of human resource.