Objectives for Human Resources Planning

Human resources planning should ensure adequate human capital for a company to maintain ideal profitability. In conjunction with management, planning should take into consideration the current and future goals of the company and budgetary implications of management decisions on recruitment and staffing issues. Human resources functions should also incorporate creating an employer brand, developing a retention strategy, developing a training and talent strategy and developing policies for employee conduct in the form of a staff manual.

Skills Gaps
The type of organization and its products and services will define which human resources are required. Analysis of the skills mix should be carried out to identify existing skills and knowledge requirements, often called a “gap analysis.” In conjunction with management, projections should be made depending on future business growth or change. “Inc.” magazine discusses enterprise resource planning, a technology process that can help the smaller business link various functions such as management, accounting and human resources to share information and plan accordingly.

The recruitment plan should outline the best methods for reaching the right candidates. E-recruitment has become one of the most popular methods. It offers benefits to the employer in the form of reduced cost, automated screening software such as keyword searches of resumes to make the hiring process quicker, and it provides access to a wider pool of applicants. Interview strategy is another component of the recruitment plan. “Behavioral-based” interviewing, on which the client is asked to provide real examples of job expertise, is a new trend that is a good predictor of future behavior.

Staff members are assets. Hiring and training new staff is costly and turnover should be reduced to a minimum. Managing morale and job satisfaction effectively can prevent a “revolving door.” Investing in staff by providing training and career path plans can help, as can developing staff grievance procedures and managing interpersonal conflict. A small company can appoint an ethics and grievance officer who staff members can approach and who should be unbiased and aware of the need for confidentiality.

Top Trends
The HR Council for the nonprofit sector stresses the importance of being current with social, economic, legislative and technological trends that impact your business and to be flexible in managing change. “Business Insider” reports that the biggest trends in human resources are managing talent, strategic workforce management and leadership development. A training strategy that invests in staff and improves leadership can help a company reach its full potential.

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