Unit Outline:
1. Definitions of HRP & SHRP
2. Who is responsible for SHRP
3. The importance of SHRP
4. Steps in the SHRP Process
5. Common Pitfalls in the SHRP
6. HR Research & HR Metrics
7. Research Techniques/ Methods
HUMAN RESOURCE PLANNING (HRP) refers to the process of anticipating and providing for the
movement of people into, within, and out of an organisation with the aim of finding the best fit
between employees and jobs.
TYPES OF HR PLANNING:
Companies can decide if they would like to use a proactive or reactive approach:
Proactive: anticipating the needs and systematically planning to fill the jobs
Reactive: reacting to the needs as they arise) in its approach
Companies can decide on the breadth of the planning:
Narrow focus: planning in only one or two HR areas
Broad focus: planning for many HR areas
Companies can decide on the formality of the plan:
Formal route: plan clearly spelt out in writing + backed up by supporting documentation and
data
Informal route: planning’s done by managers and HR staff, who tend to keep it to
themselves
Lastly, the plan can be loosely tied or fully integrated with the strategic plan. (3 linkages)
Loosely tied: to the company’s strategic plan
Fully integrated: with the strategic plan
1. Input linkages: HR info’s made available either before or during strategic planning
process.
2. Decision inclusion linkages: HR staff are directly or indirectly involved in strategic planning
process
3. Review and reaction linkages: HR staff can respond to a proposed or final strategic
plan.
, WHO IS RESPONSIBLE FOR SHRP?
The main responsibility for SHRP rests with HR managers at all levels within the firm.
However, they cannot function in isolation and must liaise with line management.
Division of HR responsibilities
HR Unit Line Managers (or functional managers)
o Participate in the strategic planning process
for whole firm
o Identifies supply and demand needs for each
o Identifies the HR Strategies
division/ department
o Review/ discuss HR planning information with HR
o Designs the HR planning data systems
specialists
o Integrate the HR plan with department plans
o Compiles and analyses data from managers
o Monitor the HR plans to identify changes needed
on staffing needs
o Review employee succession plans associated with
the HR plan
o Implements the HR plan as approved by top
management
LINKING STRATEGIC
PLANNING AND HUMAN
RESOURCES
Linking HR planning
with the organisational
planning process will
facilitate the
organisations ability to
pursue a given number
of strategic objectives
and initiatives
successfully and, as a
result, create a
competitive advantage.
1. Definitions of HRP & SHRP
2. Who is responsible for SHRP
3. The importance of SHRP
4. Steps in the SHRP Process
5. Common Pitfalls in the SHRP
6. HR Research & HR Metrics
7. Research Techniques/ Methods
HUMAN RESOURCE PLANNING (HRP) refers to the process of anticipating and providing for the
movement of people into, within, and out of an organisation with the aim of finding the best fit
between employees and jobs.
TYPES OF HR PLANNING:
Companies can decide if they would like to use a proactive or reactive approach:
Proactive: anticipating the needs and systematically planning to fill the jobs
Reactive: reacting to the needs as they arise) in its approach
Companies can decide on the breadth of the planning:
Narrow focus: planning in only one or two HR areas
Broad focus: planning for many HR areas
Companies can decide on the formality of the plan:
Formal route: plan clearly spelt out in writing + backed up by supporting documentation and
data
Informal route: planning’s done by managers and HR staff, who tend to keep it to
themselves
Lastly, the plan can be loosely tied or fully integrated with the strategic plan. (3 linkages)
Loosely tied: to the company’s strategic plan
Fully integrated: with the strategic plan
1. Input linkages: HR info’s made available either before or during strategic planning
process.
2. Decision inclusion linkages: HR staff are directly or indirectly involved in strategic planning
process
3. Review and reaction linkages: HR staff can respond to a proposed or final strategic
plan.
, WHO IS RESPONSIBLE FOR SHRP?
The main responsibility for SHRP rests with HR managers at all levels within the firm.
However, they cannot function in isolation and must liaise with line management.
Division of HR responsibilities
HR Unit Line Managers (or functional managers)
o Participate in the strategic planning process
for whole firm
o Identifies supply and demand needs for each
o Identifies the HR Strategies
division/ department
o Review/ discuss HR planning information with HR
o Designs the HR planning data systems
specialists
o Integrate the HR plan with department plans
o Compiles and analyses data from managers
o Monitor the HR plans to identify changes needed
on staffing needs
o Review employee succession plans associated with
the HR plan
o Implements the HR plan as approved by top
management
LINKING STRATEGIC
PLANNING AND HUMAN
RESOURCES
Linking HR planning
with the organisational
planning process will
facilitate the
organisations ability to
pursue a given number
of strategic objectives
and initiatives
successfully and, as a
result, create a
competitive advantage.
