Strategic Human Resource Planning

STRATEGIC
HUMAN RESOURCE
PLANNING

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUTION..............................................................................................................................1
TASK 1............................................................................................................................................1
Assessing the importance of the current, future and the anticipated HR requirements...............1
Analyse how HR planning impacts on the strategic plan............................................................2
TASK 2............................................................................................................................................3
Current legal requirements influencing a HR plan......................................................................3
Identify approaches and methodologies to support the recruitment and selection of staff.........4
TASK 3............................................................................................................................................6
Organizational culture affecting the recruitment and retention of staff......................................6
Discussion how working environment and personal work life balance issues and practices
determine the commitment and motivation level of employees..................................................7
REFLECTION.................................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUTION
The strategic human resource planning predict future needs of organisations after
analysing current human resource of organisation, external labour markets and future HR
environment in which the organisation will be operating. Analysis of the issues of HR
management external to firm and to develop scenarios about future distinguishes the strategic
from the operational planning. HR planning could be defined as the roadmap which leads the
organisation towards specific goals and objectives of the business. Present report is based on
Nisa and will assess strategic importance of the current, future and anticipated HR requirements
and will also analyse impact of HR planning over the strategic planning. Further it will evaluate
current legal requirements influencing HR plan and approaches and methodologies for
supporting recruitment and staff selection and impact over current organisational requirements. It
will also provide about environmental influences on the personal work life balances.
TASK 1
Assessing the importance of the current, future and the anticipated HR requirements.
HR strategies concerns are concerned for hiring the people when required and also laying
them it is not required. The strategy argument distinguishes between the personnel and human
resources.
Human Resource requirement is of controlling the labour cost, looking for talented and
skilled employees and labours in informed decision making the informed business decision and
assessing market risks of future. One of important work of HR people is of placing right people
for right job over right time with right price that the organisation could afford as employees are
main assets of organisation.
HR department plans what organisation will be requiring will be needing with the
employees and how the employees could meet needs or target of the organisation. Major
problems faced by HR department are that it may create gap between demand and availability of
workforce supply of the organisation (Ahsan, 2016). The gaps are filled by the organisation by
developing new approaches or strategies for the organisation.
Strategies per HR requirements
Environment scan
It is business intelligence scanning where the environment of organisation is good and
this makes it easy for new workers for mixing with work environment and will help organisation
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which employees or the worker are giving effective working skills. Nisa effectively evaluates the
current environment for framing the strategies of the business.
Current workforce profile
The current state is profile of supply and demand factors that both externally and
internally of workforce the firm is having as on today. Current workforce is adequate and enough
for meeting the demands and achieving the goals and objectives of the business.
Future Workforce view
HR department looks toward future organisation about what all requirements that need
for organisation what will be demand of the market, what kind of the trend will be there, what
will be requirements of employees and price or other requirements or resources that will help the
firm in improving the workforce for future and creating a better working environment of the
organisation (Chakraborty and Biswas, 2019). It also requires the business to think about
qualitative or quantitative aspects of products and employees of the organisation.
Closing the Gaps
An important and major work of HR department is of closing the gaps between employees
and management ensuring that there is easy flow of the workings in the firm that helps
organisation in achieving the goals and objectives. HR department have the role of motivating
workers and the employees when they are required, it could be in the monetary terns or
according to the requirements of employees or workers which could be easily provided by the
organisation while analysing past performance of employees. There are also other things which
the organisation is required to close the gaps. These are resourcing, remunerations, learning &
development, industrial relations, retentions, recruitments, job design and knowledge
management.
Analyse how HR planning impacts on the strategic plan
Human resource planning cycle generally consider of 5 step in the organization. Five
different step are followed in the organization it used to consume a bit of time of the organization
but it used to help the company in seeing the variety of the benefit in strategic planning of the
company (Malik, 2018). Five step are analysis of organization plan, second step is to analysis
Human resource planning objective, third step is to forecasting HR requirement, Human resource
supply assessment and the last one is Matching demand with the supply in the organization.
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