Human Resource Strategic Planning: Implementation and Review Report

This report provides a comprehensive overview of human resource (HR) strategic planning. It begins by outlining the essential requirements for a successful strategic plan, emphasizing the need for alignment with overall organizational strategy, a clear mission statement, SWOT analysis, long-term goals, and key performance indicators (KPIs). The report then details the crucial steps involved in implementing a strategic HR plan, including assessing current HR capacity, forecasting future HR requirements, conducting a gap analysis, and matching demand with supply through various strategies like training. Finally, the report explores different methods for reviewing the effectiveness of the strategic plan, such as milestone reviews, budget monitoring, root cause analysis using tools like fishbone diagrams, and analyzing KPIs like retention rates and employee turnover. The conclusion emphasizes the importance of strategic planning as the initial step for successful HR implementation, acting as a roadmap for hiring a competent workforce.

HUMAN RESOURCE
STARTEGIC
PLANNING
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Table of Contents
Introduction......................................................................................................................................3
Conclusion.......................................................................................................................................6
REFERENCES................................................................................................................................7
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Introduction
Strategic planning for Human Resource Department is a very crucial concept in every
organisation as it is related with hiring of competent workforce that can help in achievement of
late organisation objectives report is based on the discussion of requirements for a successful
strategic plan and the steps to implement a strategic plan (Channon and Jalland, 2016). There is
discussion of different types of review techniques of strategic plan.
1 -Requirements for a successful Strategic Plan
Strategic HR planning in an organisation is linked to the strategic plan of overall organisation. It
is crucial from the aspect of budgetary point as it is related with a settlement of different factor
cost like recruitment training.
Requirements for specific strategic planning:
The philosophy of strategic human resource management centres on achievement of competitive
advantage for Organisation in terms of managing people that are the most critical asset. For this
there is requirement of integrated shared set of practices that are balanced and can help in
promotion of organisational strategy (Schiffer and Walther, 2018). Strategic human resource
management is focused on adaptation of human resources for ensuring that HRM is aligned with
overall Strategies and practices can help in building of employee’s skill.
Mission statement: There is need of a specific mission and the principles values on which the
whole strategic plan will be based.
SWOT analysis: Organisation has to perform a SWOT analysis to identify all the strength
weakness opportunities and threats that are associated with the organisation internal functioning.
Long term goal: It is a critical aspect that is different from mission statement because nation is
ongoing but the objectives have to be achievable ambitious that are ranging from A period of 1
to 5 years.
Key metrics: Apart from the sample calculation of goals there have to be establishment of key
metrics is the all the key performance indicators that can help in measuring the success according
to set expectations.
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Assets: In case of individual projects there is need of identification of assessed according to
skills requirement of finances budget that can help in development of realistic benchmark and
timeframe.
2 -Steps to implementing a Strategic Plan
Steps of strategic planning for HR department:
1) Assessment of Hr capacity:
According to the organization's strategic plan the first step is HR planning process where there is
assessment of the present HR capacity. The skills knowledge and abilities of present staff has to
be identified so that there can be development of skills inventory for every employee. One can
go beyond the skill requirement for a particular position (Wu, Zhang and Luo, 2020). For
example in volunteering activities there is need of special skill of time management Team
Management etc.
2) Forecasting HR requirements:
In the next step the overall human resource requirements have to be forecasted according to laid
strategic organisation goal. It includes answering of radius questions like how many staff
members are required. What are the number of jobs that have to be fulfilled and the specific skill
sets that are required according to fulfil staffing needs.
3) Gap analysis: In the next step there is determination of the gap between present position of
organisation and the future position. The gap analysis consists of identification of number of
staff members ability skills that are required in future as compared to present situation.
Organisation has to look for all the human resource management practices in order to identify the
new areas that can be improved.
4) Matching demand and supply: The overall the men and supply has to be fulfilled there has to
be development of a plan according to the organisations demand for quality staff. Sometimes it
can be achieved by using training Strategies and combination of two other approaches.
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3 -Methods to review Human Resource Strategic Planning
Monitor and review methods:
There is specific number of methods that can be adopted for measuring the overall progress of a
strategic human resource plan.
1) Milestone review: It is a review of any barriers to reach milestone. If the laid of objectives are
not reached and the management have to identify the reasons and develop solution for those
issues that can include implementation of a new action plan.
2) Monitoring of budget: Human resource budget has to be monitor that is essential activity for
identification of the way human resource is going to function. It is going to a stressed and
indicates whether at set standards have been effective or not (Soni, 2020). Variance analysis is a
key method that can be used for monitoring but performance planned amount of funds can be
used for making comparison against actual amount.
3) Determination of root cause of variance:
There can be many reasons for variance for this there can be development of a cost-effective
diagram. A fish bone diagram can help in recording of a tissue or a problem at the fish head
(Bryson and Edwards, 2017). The possible causes should be brainstorm and recorded on bones
that can be grown on the fish spine.
4) Analysis of key performance indicators: KPI are set by leaders that is related to some key
areas of performance that have to be measured to assess the level of performance that has been
achieved in course of strategic planning of organisation. It includes retention rate, employee
turnover in a quarter etc.
Above discuss a three- major monitoring and evaluating criteria of the implemented strategic
plan in organisation. All the three review techniques help the management in identification of all
the gaps so that timely measures can be taken to correct the overall deviation.
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Conclusion
From the above discuss information it can be concluded that there are specific requirements for
starting the planning and organisation that is completely different from the strategic
management. Strategic planning is the first step for successful implementation of a human
resource plan in a organisation. It acts like a road map for implementation of different aspects
and plan activities of hiring a competent workforce.
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REFERENCES
Books & Journal
Channon, D.F. and Jalland, M., 2016. Multinational strategic planning. Springer.
Schiffer, M. and Walther, G., 2018. Strategic planning of electric logistics fleet networks: a
robust location-routing approach. Omega, 80, pp.31-42.
Wu, X., Zhang, L. and Luo, M., 2020. Current strategic planning for sustainability in
international shipping. Environment, Development and Sustainability, 22(3), pp.1729-
1747.
Soni, V.D., 2020. Importance and Strategic Planning of Team Management. International
Journal of Innovative Research in Technology, 7(2), pp.47-50.
Bryson, J. and Edwards, L.H., 2017. Strategic planning in the public sector. In Oxford Research
Encyclopedia of Business and Management.
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