Organizations wishing to become more efficient, productive and profitable must organize their work and their information management in a manner that will promote these goals. This necessarily means that the organizations must undergo change: in the design and organization of the work to be performed; in the technology used to perform this work; and, finally in the organization, selection, management and training of the Human Resources to perform the work.
To be effective, an integrated strategy and approach to managing change with respect to Work, Technology and People is essential to success. It is the "People" component of the change process which is often most challenging and most frequently ill-managed within organizations, with the result that the best reengineering, systems and business re-design efforts cannot succeed.
Particularly for those working in HR departments, it's easy to forget that HR planning (and HR functions) do not exist as ends in themselves, but exist to serve the rest of the organization in achieving the business goals of the organization. Often HR functions and human resource planning get accidentally de-linked from business goals.
Since human resources functions and strategies are a means to achieve corporate ends, they need to be tied to, and driven by the corporate role; mission, vision and strategic goals, or else they simply end up as processes that add overhead, but down increase return. The solution is obvious. Human resource planning needs to reference the details of the overall strategic plan of the organization. In effect, it serves the strategic plan.
Workshop topics to be covered:
1. Explain human resources planning (or HR planning).
2. Describe how human resource planning is linked to overall strategic planning.
3. Differentiate between strategic human resource planning and human resource planning.
4. Explain what workforce analysis is.
5. Suggest some ways of making human resource planning more effective.
6. Identify which human resource functions need to be planned.
7. Let you know if human resource planning is only relevant to large companies or should small businesses do HR planning too.
8. Suggest a process to use for human resource planning.
Describe the local labor market supply and demand factors that influence HR Planning.
9. Explain how Training and Staff Development Fit With Human Resources Planning.
10. Discuss how HR Planning is linked to Career Management & Succession Planning.