The paper "Strategic Human Resource Planning " is an outstanding example of Human Resources coursework. Human resource planning (HPR) is seen as the process where management evaluates how the organization should progress from its present status of the workforce to its cherished status (Susan & Randall 2000, P. 223). Via planning, management works hard to acquire the right types and number of persons, at the right time, at the right place, performing tasks that aim in both the individual and organization obtaining utmost long-standing benefits. Workforce planning (WFP) is similar to human resource planning since it is described as an organized progression for obtaining the workforce competencies needed to accomplish strategic objectives and for building up the strategies to achieve these prerequisites.
WFP is also a process of making sure that effective persons with the appropriate skills are in the correct place at the right time. This paper seeks to discuss that planning for use of human capital is a vital aspect of developing effective not-for-profit (government) and for-profit (business) organizations, since HRP is the basic process of forecasting and determining human capital requirements of the organization for the present and the future. Various organizations have established workforce planning models which are more similar except that terminology and the sequence of processes varies.
A simple model of WFP begins with workforce data analysis since it is the key factor in the workforce planning process. According to Vernez (2007, p. 31), workforce analysis involves evaluating both the demand and supply of the existing and future workforce of the organization. Analysis of supply concentrates on future and existing workforce supply of the organization. This stage involves analyzing particular attributes of the present workforce, evaluating the trend of data and predicting the future supply of workforce.
Considerations of supply analysis seek to answers various questions. It determines whether objectives, vision, and mission are known, clear and aligned to the organization planning. Supply analysis also seeks to identify strategic objectives of the program or organization and the functional conditions connected to achieving those objectives. Additionally, current services and goods produced are considered in supply analysis. Finally, the competencies of the existing workforce are also evaluated. The other workforce analysis involves demand since it also aids to evaluate requirements of the future workforce.
The major point of concentration in this stage is the work that the organization must carry out and the employees required to execute the work. Demand analysis seeks to answer whether the way of carrying out business in the organization is likely to change. It also considers the nature of the job carried out in terms of duration, location and volume. The analysis also considers if the organization strategic objectives are likely to change.
Other considerations are proficiencies required in the future human capital and the probability of decrease or increase of workforce due to other considerations. The second phase in the simple WFP model is gap analysis considerations. This phase looks into how the workforce will change in future. It also considers the type of skills that leaving employees will be able to contribute throughout the periods being analyzed (Vernez 2007, p. 32). It also looks into the workforce skills required and are currently unavailable in the present workforce. The final phase in this model is considerations on solution analysis.
The issues looked into are ways in which training can aid the transition and the type of sources for hiring a new workforce. Additionally, considered are expected workforce attrition rate and retirement. The projection retirement and workforce attrition rates must be taken into consideration. It will also aid in evaluating the type of positions or jobs to be filled in the future. This will consider whether new recruitments will fill new types of jobs or replace existing workers.