2.11 Summary

HR Planning is a strategic process that helps companies plan for future human resources. HR can predict or anticipate numbers of employees needed with a good HR plan. The HR plan involves reviewing business goals, scanning the environment, identifying gaps, developing the plan and measuring the progress.

Forecasting is the estimate of future human resources needs. Several methods are used in forecasting that include nominal group method, delphi method and trend projections. The next step is to convert results into staffing tables. Companies need to understand the supply and demand of employees.  HR departments can estimate internal supply to fill in the gaps. Companies need to respond to supply and demand by developing strategies to either reduce the workforce or increase their workforce.

Human Resources Information Systems (HRIS) allow companies to track data and use the information to plan for human resources. The HRIS can be tailored to the needs of the company.  Human Resources uses the information for recruitment, selection, training, performance management, and health and safety.  The HRIS helps to organize and manage the people-related data. HR analytics allows HR departments to deal with the metrics of the HR function to analyze data to improve work performance. It deals with things such as timing of hiring, training expenses, and time until promotions. The analytics helps companies make decisions about quality of employees, matches candidates to job descriptions, and can measure an employee’s success.