HR Planning Model Figures Slides

H. Michael Boyd, Ph.D.

HUMAN RESOURCES STRATEGIC PLANNING

BUSINESS PLANS

INSIDE COMPANY

HUMAN RESOURCES ISSUES

OUTSIDE COMPANY

Growth Profitability Changing business / product mix Competitive Positioning Technology

HUMAN RESOURCES PLANNING

Economic Demography / Labor Supply Regulatory & Legal Public Attitudes

HUMAN RESOURCES STRATEGIES AND PLANS

Multiple Issues / Multiple Years Strengthen Links between compensation and performance Improve quality of managerial talent Integrate various career development methods Provide improved information for line managers Strengthen one-company image among employees Redefine HR function to meet changing needs

*** The HR Plan MUST be Linked to the Business Plan

BUSINESS / HUMAN RESOURCES LONG RANGE PLANNING RELATIONSHIP

Long Range Business Planning
P L A N N I N G

CURRENT BUSINESS PLAN

Workforce Finance Materials Information Capital, etc.

FUTURE
BUSINESS

PLAN

STRATEGY Business & Human Resources Information

LONG RANGE
BUSINESS PLAN

Long Range Human Resource Planning

CURRENT WORKFORCE

P L A N N I N G

Obtain Maintain Retain Acquire Deploy Develop Etc.

STRATEGY FUTURE
WORKFORCE

REQUIRED

Human Resources LONG Information RANGE HUMAN RESOURCE PLAN

HRP - WORKFORCE PLANNING PROCESS

BUSINESS PLAN
WORK FORECAST by Quarter and by Job code ANTICIPATED WORKFORCE REQUIREMENTS

CURRENT WORKFORCE INVENTORY

ADJUSTED WORKFORCE

WORKFORCE ANALYSIS WORKFORCE CHANGE NEEDS WORKFORCE CHANGE PLANS

HISTORICAL ANALYSIS & PROJECTION (attrition, training, etc)

REQUIRED WORKFORCE Needed to meet ANTICIPATED WORKFORCE REQUIREMENTS of Business Plan

Employee and Management Development (Training, assessment, etc)

Workforce Acquisition (Hiring, College, AAP, contract, temporary, etc.)

MANAGEMENT RESOURCES PLANNING

BUSINESS STRATEGIES and OBJECTIVES
Current Organization Management Capacity REQUIRED MANAGEMENT SKILLS AND COMPETENCE

MANAGEMENT RESOURCES PLANNING

MANAGEMENT DEVELOPMENT PLANS INCREASED INDIVIDUAL CAPACITY REQUIRED ORGANIZATION MANAGEMENT CAPACITY

ACQUISITION PLANS

MANAGEMENT INVENTORIES

SUCCESSION PLANNING

Human Resource Long Range Planning

LRP
1 to 3 years out

HRP
6-months to 1-year period between Operational change known and the Impact on people

OP
Immediate period from TODAY to Six-months from now.

RESULTS

Business Goals And Objectives

Executive / senior (corporate) Management EVP, VP, HR, CHRO

Division / Business Unit HR management

Operating / Functional HR Managers

HR Management GOALS HR IMPACT SUMMARY HR PROCESS STRATEGY HR ACTION PLAN HR REPORTING / MEASUREMENT