The guide to perfect human resource planning

Imagine a scenario where each employee is in the right position, where he or she performs the tasks he or she does best.
This helps you meet your organization’s objectives.
The key is good human resources planning.  

What strategies should be followed for good human resource planning?

HR teams must follow several key strategies to execute effective human resource planning.

• Selection and recruitment of suitable profiles.
• Training and development of employees to adapt to change and encourage learning.
• Internal promotions and promotions. Here it would be interesting to foster a culture of internal development.
• Motivation and retention of talent.
  For example, by fostering a good working environment or creating a wellness plan.
• Prevention of occupational hazards. Ensure a safe environment and assess risk on a regular basis.

Example of how to do good human resources planning

Human resource planning is an essential process in any organization seeking to optimize performance and prepare for future labor needs.
In a business environment, With ever-evolving HR trends, having a clear strategy for human resource management is a must. Let’s take a step-by-step look at how to create effective HR planning:  

Step 1.
Define mission, vision and values Defining the mission in a strategic HR plan implies aligning it with the company’s general mission, but focused on the management and development of human capital.
It is crucial to determine what you want to achieve with the plan, who it will affect and how it will be implemented.
The vision should focus on the long-term goal.
It describes the desired state for the team and the organization in terms of talent and culture.
The values should be based on the ethical principles of the company and the HR department.  

Step 2.
Objectives Three types of objectives must be taken into account:

1. Explicit objectives. They are those that are specific and concrete, easy to identify and measure.
   Example: Reduce employee turnover by 10% in the next year.
2. Implicit objectives. They are those that we can identify as abstract, are not tangible and are more complicated to measure.
   How to improve the work environment of the organization.
3. Long-term objectives.
   Estos se planifican para ser alcanzados a lo largo del año o en un periodo extendido.
   Por ejemplo, desarrollar un programa de liderazgo que identifique y forme futuros líderes en un plazo de dos años.

Step 3.
SWOT Analysis It is a visual tool that allows identifying the weaknesses, threats, strengths and opportunities of the HR department.
It facilitates a comprehensive understanding of the internal and external environment.
It is also crucial for making informed strategic decisions to improve HR management.  

Step 4.
Development of strategic plans They should be based on the objectives and previous analysis.
This plan should include specific and detailed actions in key areas such as recruitment, hiring, training and professional development of employees.
It is essential to ensure that all actions are aligned with the organization’s strategic objectives and contribute to the overall success of the company.
In addition, it is important to establish evaluation and monitoring mechanisms to adjust the plan as needed and maximize results.  

Step 5.
Planning implementation

Effective implementation requires:

• Clear communication: ensure that all levels of the organization understand the HR strategy and their role in it.
• Ongoing monitoring: establish systems to monitor the effectiveness of human resources strategies and make adjustments as needed.
• Supporting technology: use appropriate technology to support human resources activities, such as learning management systems and data analysis platforms.

Step 6: evaluation and adjustment

A crucial part of the process is continuous evaluation.
This implies good planning in the HR teams:

• Review of results: compare the results obtained with the objectives initially established.
• Employeefeedback: include feedback from employees to understand their perspective and improve future planning.
• Proactive adjustments: make proactive adjustments to address any deviations from plans or to respond to unforeseen changes in the business environment.

Are you responsible for human resources planning in your company?
Get to know the talent you have in your company with Talent Mapping and AI support. Request a demo of our tool.