Strategic Human Resource Planning- 7 Steps and Objectives

Strategic human resource planning (SHRP) is the process of identifying and anticipating future human capital needs and developing strategies to meet those needs. This includes identifying the number and types of employees needed, forecasting future talent gaps, and developing plans to fill those gaps through recruitment, training, and retention strategies. The goal of SHRP is to ensure that an organization has the right number and types of employees with the necessary skills and abilities to meet its goals and objectives.

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Importance of Strategic Human Resource Planning

Strategic human resource planning (SHRP) is important for organizations because it helps them to align their human capital with their overall strategic goals and objectives. By identifying future human capital needs and developing plans to meet those needs, SHRP ensures that an organization has the right number and types of employees with the necessary skills and abilities to achieve its goals. Some specific benefits of SHRP include:

  • Ensuring a qualified workforce: SHRP helps organizations to identify and forecast future talent gaps, and develop strategies to fill them, which ensures that there is always a sufficient number of qualified employees to meet the organization’s needs.
  • Improving efficiency and productivity: By having the right number and types of employees with the necessary skills and abilities, organizations can improve efficiency and productivity, which can lead to cost savings and increased revenue.
  • Enhancing organizational competitiveness: SHRP can help organizations to attract and retain the best talent, which can enhance their competitiveness in the marketplace.
  • Making informed business decisions: With a clear understanding of future human capital needs, organizations can make more informed business decisions, such as budgeting and forecasting.
  • Meeting legal and compliance requirements: SHRP can help organizations to ensure compliance with laws and regulations related to human resources, such as equal opportunity and affirmative action laws.
  • Improving employee satisfaction and retention: SHRP can help organizations to design and implement policies and programs that improve employee satisfaction and retention, which can reduce turnover and recruitment costs.

 

 

Objectives of Strategic Human Resource Planning

The objectives of strategic human resource planning (SHRP) include:

  1. Align human capital with organizational goals: SHRP helps organizations to align their human capital with their overall strategic goals and objectives, by identifying future human capital needs and developing plans to meet those needs.
  2. Ensure a qualified workforce: SHRP helps organizations identify and forecast future talent gaps and develop strategies to fill them, which ensures that there is always a sufficient number of qualified employees to meet the organization’s needs.
  3. Improve efficiency and productivity: By having the right number and types of employees with the necessary skills and abilities, organizations can improve efficiency and productivity, which can lead to cost savings and increased revenue.
  4. Enhance organizational competitiveness: SHRP can help organizations attract and retain the best talent, which can enhance their competitiveness in the marketplace.
  5. Make informed business decisions: With a clear understanding of future human capital needs, organizations can make more informed business decisions, such as budgeting and forecasting.
  6. Meet legal and compliance requirements: SHRP can help organizations to ensure compliance with laws and regulations related to human resources, such as equal opportunity and affirmative action laws.
  7. Improve employee satisfaction and retention: SHRP can help organizations design and implement policies and programs that improve employee satisfaction and retention, which can reduce turnover and recruitment costs.
  8. Identify and mitigate risks: SHRP can help organizations to identify potential risks that might impact the workforce and develop strategies to mitigate or minimize those risks.
  9. Continuously review and update the plan: SHRP should be a continuous process and should be reviewed and updated regularly based on the organization’s current and future needs.

 

 

Steps of Strategic Human Resource Planning

The steps of strategic human resource planning (SHRP) typically include:

  1. Conduct a current workforce analysis: This involves analyzing the current workforce in terms of numbers, skills, and abilities, to determine where the organization stands today in terms of its human capital.
  2. Forecast future workforce needs: This step involves forecasting future workforce needs based on the organization’s strategic goals and objectives, changes in the external environment, and any other relevant factors.
  3. Identify talent gaps: This step involves identifying any potential talent gaps that may exist between the current workforce and the future workforce needs.
  4. Develop a plan of action: This step involves developing a plan of action to address the identified talent gaps, which may include recruitment, training and development, retention, and succession planning strategies.
  5. Implement the plan: This step involves putting the plan into action, which may involve implementing recruitment and retention strategies, training and development programs, and succession planning initiatives.
  6. Monitor and evaluate the plan: This step involves monitoring and evaluating the effectiveness of the plan, which may include tracking progress, measuring outcomes, and making any necessary adjustments to the plan.
  7. Continuously review and update the plan: SHRP is a continuous process and should be reviewed and updated regularly based on the organization’s current and future needs.

It’s worth noting that these steps are not necessarily linear and may overlap at some point. They also may vary depending on the organization, but the main idea is to have a structured process in place to ensure that the organization’s human capital needs are met.

 

 

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