4 steps to strategic human resource planning

It’s easy to understand the importance of the human resource management planning process—the process by which organizations determine how to properly staff to meet business needs and customer demands. But despite its obvious importance, many organizations do not have a strategic human resource planning process in place.

If you’ve considered developing a strategic HR planning process, you’re in the right place. This article will explain what human resource planning entails and how to document your plan. With this knowledge under your belt, you’ll fill positions and grow as a company in no time.

What is HR strategic planning? 

In order to improve the strategic alignment of staff and other resources, it’s essential to understand how to create a strategic HR planning process. At its most basic level, strategic human resource planning ensures adequate staffing to meet your organization’s operational goals, matching the right people with the right skills at the right time.

It’s important to ask where your organization stands currently and where it is going for your plan to remain flexible. Each company’s plan will look slightly different depending on its current and future needs, but there is a basic structure that you can follow to ensure you’re on the right track.

The strategic human resource planning process begins with an assessment of your current staff, evaluating whether it fits the organization’s needs. After that, you can move on to forecasting future staffing needs based on business goals. From there, you’ll need to align your organization’s strategy with employment planning and implement a plan to not only hire new employees but also to retain and properly train the new hires—and your current employees—based on business changes.

Read on to understand strategic human resource planning in more detail.

Steps to strategic human resource planning

1. Assess current HR capacity

The first step in the human resource planning process is to assess your current staff. Before making any moves to hire new employees for your organization, it’s important to understand the talent you already have. Develop a skills inventory for each of your current employees.

You can do this in a number of ways, such as asking employees to self-evaluate with a questionnaire, looking over past performance reviews, or using an approach that combines the two. Use the template below to visualize that data

2. Forecast HR requirements

Once you have a full inventory of your current staff’s skills,, it’s time to begin forecasting future needs. Will your company need to grow its number of employees? Will you need to stick to your current staff but improve their productivity through efficiency or training? 

It is important to assess both your company’s need for qualified employees and how many of qualified  employees are available, either within the organization or outside of it. 

Demand forecasting

Demand forecasting is the detailed process of determining the number of future employees needed and the caliber of talent required to meet the company's current and future needs.

Supply forecasting

Supply forecasting determines the current resources available to meet the demands. With your previous skills inventory, you’ll know which employees in your organization are available to meet your current needs. You’ll also want to look outside of the organization for potential hires who can meet the needs that are not fulfilled.

Matching demand and supply

Matching the demand and supply is where the hiring process gets tricky—and where the rest of the HR strategic  planning process comes into place. You’ll develop a plan to link your organization’s demand for quality staff with the supply available in the job market. You can achieve this by training current employees, hiring new employees, or combining the two approaches.

3. Develop talent strategies

After determining your company’s staffing needs, it’s time to begin developing and adding talent. Talent development is a crucial part of the strategic human resources management process.

Recruitment

In the recruitment phase of the talent development process, you begin the search for applicants who match the skills your company needs. This phase can involve posting on job websites, searching social networks like LinkedIn, and encouraging current employees to recommend people they know who might be a good fit.

Selection

Once you have connected with a pool of qualified applicants, conduct interviews and skills evaluations to determine the best fit for your organization. If you have properly forecasted supply and demand, you should have no trouble finding the right people for the right roles.

Hiring

Decide the final candidates for the open positions and extend offers.

Training and development

After hiring your new employees, it's time to bring them on board. Organize training to get them up to speed on your company’s procedures. Encourage them to continue developing their skills to fit your company’s needs as they change.

Employee remuneration and benefits administration

Keep your current employees and new hires happy by offering competitive salary and benefit packages and properly rewarding employees who go above and beyond. Retaining good employees will save your company a lot of time and money in the long run.

Performance management

Institute regular performance reviews for all employees. Identify successes and areas for improvement. Incentivize employees to perform well.

Employee relations

A strong company culture is integral in attracting top talent. Beyond that, make sure your company is maintaining a safe work environment for all, focusing on employee health, safety, and quality of work life. 

4. Review and evaluate

Once your human resource process plan has been in place for a set amount of time, you can evaluate whether the plan has helped the company achieve its goals by evaluating production, profit, employee retention, and employee satisfaction. If everything is running smoothly, continue with the plan, but if there are roadblocks along the way, you can always change up different aspects to better suit your company’s needs.

Why document your strategic HR plan

Now that you know the steps to the hr strategic planning process, it's time to adapt those steps to your own organization and determine how to execute.

There are many reasons to document your strategic human resources plan, particularly in a visual format like a flowchart. Through documentation, you standardize the process, enabling repeated success. Documentation also allows for better evaluation, so you know what parts of your plan need work. In addition, a properly documented plan allows you to better communicate the plan throughout the organization, including how everyone, from the top down, can contribute. 

Document every step of the process, from beginning to end, and find room for improvement in your human resources process along the way.