Video summary

HR Basics: Human Resource Planning

Main summary

Key takeaways

Educational

Main ideas, concepts, and lessons

  • Human resource planning (HRP) is a strategic process that:

    • Identifies current and future HR needs to help an organization achieve its goals.
    • Acts as a link between HR management and the organization’s overall strategic plan and mission.
    • Aims to improve organizational outcomes.

  • HR planning is used across all HR functions, not just workforce planning.

  • A complete HR plan includes three core elements:

    1. Strategy (an extension of mission; connects the organization to its environment)
    2. Goals (desired outcomes directing efforts)
    3. Actions (what will be done to achieve the goals)

  • HR planning uses a structured three-step strategic process:

    1. Figure out where you are
    2. Figure out where you want to go
    3. Figure out how to get there

Step-by-step methodology (detailed instructions)

Step 1: Figure out where you are

  • Use environmental scanning with:

    • External component: identify and assess opportunities and threats
    • Internal component: identify and assess strengths and weaknesses

  • This is commonly referred to as SWOT:

    • Strengths: attributes that help achieve the objective
    • Weaknesses: attributes that could hinder progress
    • Opportunities: external conditions that help
    • Threats: external conditions that could damage performance

  • Add value by using SWOT results to define and refine:

    • Strategy
    • Goals
    • Action planning

  • Tool mentioned: SWOT matrix, a four-quadrant chart for the four SWOT elements.

Step 2: Figure out where you want to go

  • Develop a clear HR strategy by addressing two critical issues and goals (framed as strategic issues).

  • Identify critical issues (strategic issues):

    • A critical issue is a fundamental question affecting the organization or HR management.
    • HR plans should detect these questions by:
      • Looking for themes in the SWOT analysis
      • Prioritizing the most important critical issues

  • Strategy is described as a pattern of purposes, policies, or programs that defines:

    • What the HR function does
    • Why it does it

  • Strategy is also a plain-language communication tool.

    • Example employee engagement strategy: “create emotional bonds among employees.”

  • Create goals:

    • Goals are statements of desired outcomes
    • They support and provide direction for the HR strategy
    • Goals should be actionable, clear, and concise

SMART criteria for writing goals

Goals should be:

  • Specific: clear, unambiguous, focused on one area
  • Measurable: has a definitive end point; quantifiable (numbers/percentages)
  • Achievable: possible to accomplish
  • Relevant: supports the HR plan and matters to both staff and the organization
  • Time-based: includes a scheduled completion date

Step 3: Figure out how to get there

  • Identify actions and performance metrics to implement the plan.

  • Actions:

    • Are the most important things you can do to reach stated goals
    • For each goal, develop at least one and up to three action items

  • Monitoring and refinement:

    • Monitoring involves reviewing and refining the HR plan
    • Metrics provide a means to measure and track progress of successive actions

  • Key purpose of measurement:

    • Ensure continuous review and refinement
    • Clearly communicate what activities must be done
    • Make progress visible toward realizing goals

Overall framing questions (used to guide HR planning)

The content emphasizes three strategic questions to frame HR planning:

  • Where are we now?
  • Where do we want to be?
  • How do we get there?

Speakers or sources featured

  • No specific named speakers, organizations, or sources are identified in the provided subtitles.

Original video