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Personnel planning is the process of forecast the future requirements of the organization in this area and specify them in a human resources plan that helps determine how you can use the value that the company has to align with the needs that come.
It could be said that this plan focuses on the basic economic concept of demand and supply, although contextualized to adapt to the particularities of people management.
What is a human resources plan?
The human resources plan is the result of a process that helps the administration of the organization to meet the future demand for talent in the organization. Based on what is included in that document, a strategy can be defined that guarantees that the business will have the appropriate people at the time and place that are necessary.
This plan is essential to successfully achieve the strategies and objectives of the organization, since, only after an adequate analysis of human resources requirements, management can initiate the recruitment and selection process.
How does the process of defining the human resources plan focus?
A personnel planning process usually involves the following four general steps:
- Current staff offer. To define the human resources plan, it is necessary to rely on an assessment of the current availability of talent in the organization. This is the most important step in planning and includes an exhaustive study of the strength of the organization’s human resources in terms of numbers, skills, talents, competencies, qualifications, experience, age, holdings, performance, designations, compensation, benefits, etc. At this stage, it is common to conduct extensive interviews with managers to understand the critical human resources problems they face and evaluate the workforce capabilities they consider basic or crucial for various business processes.
- Future demand for human resources. The analysis of the future requirements of the business workforce is the second step in human resources planning. All the variables of situations that may occur in personnel, from abandonment to dismissals, from promotions to retirement and from pre-established transfers to voluntary leave are taken into account when determining the future demand for human resources. Further, For the human resources plan to be consistent, it is appropriate to incorporate certain variables external to the organization and that could influence the configuration of its workforce, such as regulatory changes or variations in the global economic structure.
- Finding the breakeven point. The next step is to match present strengths in talent with future staff demand and create a forecast of demand. Here, it is also essential to understand the strategy and the Long-term business objectives to ensure that this part of the human resources plan is aligned with the goals of the organization.
- Implementation of the human resources plan and application of the recruitment strategy. After reviewing the gaps in the supply and demand of human resources, the company develops a strategy that helps it prepare for the future. It is common for the result of this part of the process to be the approval of communication programs with employees, relocation, talent acquisition, recruitment and subcontracting, talent management, training and coaching or policy review.
When the human resources plan is approved and its practical application begins, it is advisable to follow up that allows to maintain the strategic alignment with the objectives fixed and correct any deviation that may occur.