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HR Planning
Model Figures
Slides
H. Michael Boyd, Ph.D.
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HUMAN RESOURCES STRATEGIC PLANNING
INSIDE COMPANY
HUMAN RESOURCES
STRATEGIES
AND
PLANS
HUMAN RESOURCES
PLANNING
HUMAN RESOURCES
ISSUES
OUTSIDE COMPANY
BUSINESS PLANS
Economic
Demography / Labor SupplyRegulatory & Legal
Public Attitudes
Growth
ProfitabilityChanging business / product mix
Competitive Positioning
Technology
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 managersStrengthen
one-company image among employees
Redefine HR function to meet changing needs
*** The HR Plan MUST be Linked to the Business Plan
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BUSINESS / HUMAN RESOURCES LONG RANGEPLANNING RELATIONSHIP
CURRENT
BUSINESSPLAN
P
L
A
N
N
I
N
G
FUTURE
BUSINESSPLAN
Workforce
Finance
Materials
Information
Capital, etc.
STRATEGY
Business &
HumanResources
InformationLONG -
RANGEBUSINESS
PLAN
CURRENT
WORKFORCE
P
L
A
N
N
I
NG
Obtain
Maintain
Retain
Acquire
Deploy
Develop
Etc.
FUTUREWORKFORCE
REQUIRED
STRATEGY
Human
Resources
InformationLONG
RANGE
HUMAN
RESOURCE
PLAN
Long Range Human Resource Planning
Long Range Business Planning
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HRP - WORKFORCE PLANNING PROCESS
WORK FORECAST by
Quarter and by Job code
BUSINESS
PLAN
ANTICIPATED
WORKFORCE
REQUIREMENTS
CURRENT
WORKFORCEINVENTORY
HISTORICAL
ANALYSIS &
PROJECTION(attrition, training, etc)
WORKFORCEANALYSIS
WORKFORCE
CHANGE NEEDS
WORKFORCE
CHANGE PLANS
ADJUSTEDWORKFORCE
REQUIRED WORKFORCE
Needed to meet
ANTICIPATED WORKFORCE
REQUIREMENTS
of Business Plan
Employee and
ManagementDevelopment
(Training,
assessment, etc)
Workforce
Acquisition(Hiring, College,
AAP, contract,
temporary, etc.)
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MANAGEMENT RESOURCES PLANNING
Current Organization
Management Capacity
BUSINESS STRATEGIES and OBJECTIVES
REQUIRED MANAGEMENT
SKILLS AND COMPETENCE
MANAGEMENT RESOURCES PLANNING
ACQUISITION
PLANS MANAGEMENTINVENTORIES
MANAGEMENT
DEVELOPMENT
PLANS
INCREASED
INDIVIDUAL
CAPACITY
SUCCESSION
PLANNING
REQUIREDORGANIZATION
MANAGEMENT
CAPACITY
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Human Resource Long Range Planning
HR Management GOALS
HR IMPACT SUMMARY
HR PROCESS STRATEGY
HR ACTION PLAN
HR REPORTING / MEASUREMENT
Executive / senior(corporate) ManagementEVP, VP, HR, CHRO
LRP HRP OP
Division / Business UnitHR management
Operating / FunctionalHR Managers
RESULT
S
BusinessGoalsAnd
Objectives
1 to 3 years out 6-months to 1-year period betweenOperational
change known and the
Impact on people
Immediate period from TODAY to
Six-months from now.
