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HR Planning

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HR Planning
• Human Resource planning is a systematic approach to anticipating staffing needs and
determining what actions should be taken.
• The process of analyzing and identifying the need for and availability of human resources so
that the organization can meet its objectives

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• To recruit & retain human resources of required quality & quantity.
• To foresee employee turnover & make arrangements for minimizing same.
• To improve standards, skills, knowledge, ability
• To assess surplus or shortage & take corrective measures.
• To make best use of its human resources.
• To estimate the cost of human resources.
• To maintain healthy human relations by maintaining optimum level of human
resources
Objectives of HR Planning

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Goals of HR Planning
• Organizational growth
• New products, services, areas, industries
• New skills required
• Organizational stage
• Organizational structure change
• Budget

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Factors affect HR Planning – Basic Understanding
 MICRO/ SWOT analysis (HR Audit)
 MESO Analysis (Industry level, Demographic & External)
 MACRO – PESTL Factors

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HR Planning
 MICRO Factors (SWOT Analysis)
╺ Strength of the HR
1. Aware of the defined Organizational goals
2. HR strategies are aligned to Organizational goals
3. Talent development plans are clear
4. Learning & development Opportunities are available
5. Cost effective methods are implemented for all HR
activities
6. Career growth is defined for each worker
7. Equipped with strong analytical tools, application &
data management system of all HR functions
(Manpower analysis, attendance, pay, promotions,
evaluations, employee life cycle)

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HR Planning
 MICRO Factors (SWOT Analysis)
╺ Weakness of the HR
1. Unaware of the defined Organizational goals
2. HR strategies are not aligned to Organizational goals
3. Talent development plans are unclear
4. Learning & development Opportunities are absent
5. No cost management plans are devised
6. Career growth is not defined for each worker
7. Poor data Management
8. HR Forecasting is not done periodically.
9. Poor coordination with other departments

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HR Planning
 MICRO Factors (SWOT Analysis)
╺ Threat for the HR
1. Global Pandemic
2. Growing concern over minimum pay
3. Rise of competitors
4. Technological advancement
5. Skill shortages
6. Poor team corporation within the team
7. Unsupportive management in the organization
8. Unhappy workplace in all aspects

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HR Planning
 MICRO Factors (SWOT Analysis)
╺ Opportunities for the HR
1. Preplanning the talent acquisition
2. Acquiring the latest data management systems
3. Fixing the Market rage remunerations/competitive salaries
4. Implementing multiple methods for skill developments
5. Proper career developments plans and development
opportunities
6. Good team corporation within the team
7. Creating a supportive management in the organization
8. Developing a Futuristic HR

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HR Planning
 MESO Factors
 Demographic Analysis
 Age group
 Gender & Marital Status
 Ethnicity & Nationality
 Potential sourcing areas
 External connections such as universities, government authorities,
GS, DS divisions & external recruiters
 Past workers details
 Transport routs

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HR Planning
 MESO Factors
 Competitor Analysis
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On boarding
Salary
Heath and Safety
Career growth
Zero Discriminations
Training & Development
Simple Competitor Analysis
My organization Organization 2 Organization 3

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HR Planning
 MACRO Factors
 PESTL Analysis
 P – Political – What is political situation now in Jordan?
(War, peace, proactive government & etc.….)
 E - Economical – How does the economy behave?
(Income level, inflations, cost of living)
 S – Social – What are the social factors that affect employment?
(women workers, religious freedom, nightshift work)
 T- Technical – What are the contributions/changes/importance
on employment by the technological advancement?
(Are we behind or leading in terms of adoption of technology in work places)
 L- Legal – What are the legal implementation on employment?
(Basic labor law & Business law)

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HR Planning
 Important factors to Consider when planning on Hiring
 Existing Manpower
 Potential outflow/ leavers within a period
 Forecasted inflow/ potential new joiners as per organization’s business plan
 Internal career developments plans
 Existing extra cadre
 Multi tasking
 Organization’s future plans (expansion or downsizing)
 On boarding, T&D, career developments plans
 Cost factors
 Type of contracts.

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Benefits of HR Planning
Lower HR costs through better HR management.
Coordinate different HR programs
Improve the utilization of human resources
Make successful demand on local labor market
More timely recruitment for anticipate HR needs
Better development of managerial talent
HR Planning

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Thanks!
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