Human Resource Management: Planning, Development, and Implementation

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the University
Author’s Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction................................................................................................................................2
Research human resource planning requirements......................................................................2
Developing human resource strategic plan................................................................................5
Implementing human resource strategic plan............................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

2HUMAN RESOURCE MANAGEMENT
Introduction
The report provides an overview on the management of human resource strategic
planning within my organization. Human resource (HR) strategic planning refers to the
procedure that recognizes present as well as future human resource requirement for specific
enterprises in order to achieve its target. This is one of the inseparable parts of strategic
planning procedure in the enterprise that is closely related to its mission, vision and target. In
this context, HR strategic planning also decisively contributes to reduce risk relating to
staffing requirement for achieving enterprise target (Armstrong and Taylor 2014). The
requirement of strategic planning occurs from dynamism of social as well as economic life
along with proactive approach in the company. It connects individual’s aspect of enterprise
directly to strategic plan. It has huge significance in the organization as it facilitates in getting
awareness of enterprise and management of workers for helping the management achieve its
target and objectives. This study focuses three parts -planning requirements, development of
HR strategic plan and proper implementation of HR plan in the enterprise.
Research human resource planning requirements
1. HR strategic planning is one of the vital component of business that enables the employees
of enterprise to meet demands of future (Bamberger, Meshoulam and Biron 2014). It assures
that there is right number of individuals with right skills in right location at right time. For
analysing strategic plans of the organization, it might be useful for reviewing written plans
that deals with enterprise vision, mission, operational and strategic objectives for next period.
Moreover, the different dimensions of HR strategic planning are temporal as well as
functional. The functional dimension of HR planning aims at antedating future strategic
requirements by considering enterprise strategic objectives. On the other hand, the temporal

3HUMAN RESOURCE MANAGEMENT
dimension targets at connecting time horizons that is covered by HR plans with enterprise
plans.
The objectives and target of HR plan relate to identification of human capital as resource
that drives enterprise success. In addition to this, it also relates to recruitment, workforce
planning, employees development and engagement, training and development, pay and
reward, succession planning and performance management (Bratton and Gold 2017).
2. For identifying emerging practices and trends of HR planning, environmental analysis has
been undertaken in the organization. The reason behind this is that this environmental
analysis influences HR practices directly as well as indirectly (Yang 2012). The
environmental factors that influences HRM are controlled by the enterprise through adoption
of effective strategies in order to gain more competitiveness in terms of highest output.
A common tool that can be used for undertaking this environmental analysis is PESTLE. It is
a vital tool that is mainly focused on crucial external environmental factors, which in turn
affects present as well as future of enterprise. The acronym of PESTLE is Political,
Economic, socio- cultural and technological. These factors
Political-There are several political factors that impact the HR management of the enterprise.
These factors include- legislation, industry laws, forthcoming global changes, health and
safety laws, data protection, tax policy and tariff laws.
Economic- The economic factors refers to the activities within the economy that impacts the
HR practices of the organization. These factors involves- exchange rates, level of inflation,
level of savings and debt, unemployment rate, growth of national income, wage rate,
minimum wage, interest rate and living cost.