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Strategic Alignment
Globalization
Organizational Architecture
Enterprise Integration
Acquisition Planning
Organizational Learning
Executive Development
Board Relations
HR
HR
Generalist
HR
Specialist
Business
Executive
Strategic
Business
Partner
Business
Compensation/Benefits
Recruiting
Hiring/Firing
Data Reporting
Performance Assessment
Succession Planning
Orientation/Training
Relocation
Policy/Fair Treatment
Quality
Cost Reduction
Process Reengineering
Customer Relationship Management
Product Development
Change Management
Metrics
Team Effectiveness
Business
Partner
Operations
Professional
Operational
Talent Planning
Talent Development
Performance Management
Executive Succession
Executive Compensation
HRIS
Shared Services
Acquisition Assessment
Cultural Integration
Strategic Alignment
Globalization
Organizational Architecture
Enterprise Integration
Acquisition Planning
Organizational Learning
Executive Development
Board Relations
HR
HR
Generalist
HR
Specialist
Business
Executive
Business
Compensation/Benefits
Recruiting
Hiring/Firing
Data Reporting
Performance Assessment
Succession Planning
Orientation/Training
Relocation
Policy/Fair Treatment
Quality
Cost Reduction
Process Reengineering
Customer Relationship Management
Product Development
Change Management
Metrics
Team Effectiveness
Operations
Professional
Operational
Defining HR Planning
Human resources planning is a process that identifies
current and future human resources needs for an
organization to achieve its goals.
Human resources planning should serve as a link
between human resources management and the
overall strategic plan of an organization.
Integration
The focus is on
business planning, with
HR practices considered
as an afterthought.
The focus is on a
synthesis of business and
HR planning.
Isolated
The focus is on HR
practices and how the
HR function can add
value to the business.
Integration
Isolated
HR professionals work
on the plan and present
it to line managers.
Integration
The outcome is a plan
that highlights HR
practices that are
priorities for
accomplishing business
results.
Isolated
The outcome is an
agenda for the HR
function, including
priority HR practices.
Training/learning data
Performance management
Internal workforce trends (e.g.
vacancy rates, turnover rates,
internal staff mobility,
promotions, secondments
Internal Scan
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 4:
Priorities
Step 5:
Performance
External Scan
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 4:
Priorities
Step 5:
Performance
Set HR Priorities
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 4:
Priorities
Step 5:
Performance