STRATEGIC HUMAN RESOURCES/

WORKFORCE PLANNING

Ammar Aamir
HR Consultant
Hyundai Motors USA

PRESENTATION OVERVIEW
Introduction
Key presentation topics
Summary

DEFINING THE FUNDAMENTAL CONCEPTS
Strategic Human Resources Management
(SHRM)
Strategic Workforce Planning


STRATEGIC HRM
Strategic human resource management is the
process of linking the human resource function
with the strategic objectives of the organization in
order to improve performance

SHRM is an approach to managing people that
deals with how the organizations goals will be
achieved through its human resources by means of
integrated HR strategies, policies and practices.
PROPOSITION
Both internal and external environmental forces shapes,
influences and informs HR strategies and plans
The human resources of an organization play a strategic
role in its success
HR strategies and plans should be integrated with
business strategies and plans
Human capital is a major source of competitive
advantage
It is people who implement the business strategy
A systematic approach should be adopted to planning
and implementing HR strategies



HR PLANNING

HR planning is defined as a systematic, yet dynamic
process of estimating the future demand for and
supply for employees to execute the organizations
work in the ways that best support its strategic
direction and deciding how to align and match them.

Workforce planning as assessing future business needs
and deciding on the numbers and types of people
required.

HR PLANNING
STRATEGIC HR PLANNING
STRATEGIC HR PLANNING
Strategic HR planning predicts the future HR management needs
of the organization after analysing the organization's current
human resources, the external labour market and the future HR
environment that the organization will be operating in. The
analysis of HR management issues external to the organization
and developing scenarios about the future are what distinguishes
strategic planning from operational planning.

Where are we going?
How will we develop HR strategies to successfully get there, given
the circumstances?
What skill sets do we need?

PURPOSE OF STRATEGIC HR PLANNING
Ensure adequate human resources to meet the
strategic goals and operational plans of your
organization - the right people with the right skills at
the right time

Remain flexible so that your organization can
manage change if the future is different than
anticipated

TOP BENEFITS OF STRATEGIC HR PLANNING
STRATEGIC HR PLANNING PROCESS
Strategic Analysis

Forecasting HR Demand

Analyzing Supply

Reconciling

HR Action Planning

Monitoring and Evaluating the HR Action Plan

STRATEGIC HR PLANNING PROCESS ILLUSTRATED

STRATEGIC ANALYSIS

Review current HR and organizational strategies

Conduct an environmental scan

Micro - sub environment
Market - sub environment
Macro sub environment

Preferred tools SWOT and PESTEL analyses



FORECASTING HR DEMAND

Forecasting should consider the past and the present
requirements as well as future organizational
directions

Number of employees

Type of employees

Skills requirements of these employees

Consider and assess the challenges and constraints


ANALYZING SUPPLY

Assess the current HR capacity of the organization by
means of the Skill inventories method

The knowledge, skills and abilities of your current staff
need to be identified
Employee experience, education and special skills
Certificates or additional training should also be
included

A forecast of the supply of employees projected to
join the organization from outside sources


RECONCILING

RECONCILING

Through a gap analysis, the organization then identifies the gaps
between the current and projected human resource needs

Identify practices that could be improved or new practices needed to
support the organization's capacity to move forward

What new jobs will we need?
What new skills will be required?
Do our present employees have the required skills?
Are employees currently in positions that use their strengths?
Do we have enough managers/supervisors?
Are current HR management practices adequate for future needs?

Determine surplus or deficit


HR ACTION PLANNING

HR ACTION PLANNING

Restructuring strategies

Training and development strategies

Recruitment strategies

Outsourcing strategies

Collaboration strategies


MONITORING AND EVALUATING THE HR ACTION PLAN