Staffing, Training and Career Development
Mindanao State University School
Terry Ann S. Dela Pena
Student Lecturer
Topic: HR Planning
HR planning - a process that
identifies current and future
human resources needs for an
organization to achieve its
goals.
Goal of HR planning
 To ensure that the
human resource requirements of an
organization are identified and plans
are made for satisfying those
requirements
 A process in which an organization
attempts to estimate the demand for
labor and evaluate the size, nature
and sources of supply which will be
required to meet the demand
 Create an employer brand, retention
strategy, absence management
strategy, flexibility strategy, talent
management strategy, recruitment
and selection strategy
Parts of HR planning
1. Forecasting Manpower Demand
2. Forecasting Manpower Supply
3. Human Resource Actions
Human Resource Information Systems
(HRIS)
 sometimes referred to as HRMS is
designed to quickly fulfill the HRM
informational needs of the
organization.
 Is a database system that keeps
important information about
employees in a central and
Topic: Staffing Human Resource Planning
Graduate
accessible location – even
information on the global workforce
Succession Planning
 Typically called Replacement chart,
covers individuals in
middle-to upper- level
management positions.
 Who has been
groomed/developed and is
ready for promotion right
now.
 is a process whereby an
organization ensures that
employees are recruited
and developed to fill each key role
within the company. Through your
succession planning process, you
recruit superior employees, develop
their knowledge, skills, and abilities,
and prepare them for advancement
or promotion into ever more
challenging roles.
Implementing Human Resource
Planning
Stage 1: Short - Term HR Planning
 Establish a Competency Architecture
and Competency Dictionary that will
support Strategic Human Resource
Planning.
 For each group to be profiled, define
the roles and career streams to help
identify current and future human
resources needs.
 Determine how competencies will be
integrated with the existing HR
Planning process and systems (e.g.,
Human Resource Information
Management systems; other
computer-based tools, for example
forecasting models).
Ms. Terry Ann S. Dela Pena
 Staffing, Training and Career Development Graduate
Mindanao State University School

Stage 2
Documenting the HR Plan
 Build or revamp HR Planning tools,
templates and processes to This is a brief document that states the key
incorporate elements as determined assumptions and the resulting strategies
in Stage 1. along with who has responsibility for the
 Train managers and / or facilitate strategies and the timelines for
corporate HR Planning process. implementation.
 Continuously monitor and improve
processes, tools and systems to Organizational Needs
support HR Planning
Whether you are increasing or reducing the
Processes of the Implementation number of employees, there are
Stage implications for space and equipment, and
on existing resources such as payroll and
Stage 1 benefit plans.

 Identify the infrastructure and Evaluation

system requirements to support full
implementation (e.g., Human HR plans need to be updated on a regular
Resources Information Management basis. You will need to establish the
System; other on-line software tools information necessary to evaluate the
needed to support various CBM success of the new plan. Benchmarks need
applications). to be selected and measured over time to
 Develop the competency profiles. determine if the plan is successful in
 Implement the competency profiles achieving the desired objectives
in a staged-way to demonstrate
benefits and create buy-in (e.g., as
soon as profiles for a group are
developed, implement quickly within
a low-risk high-benefit planned
application for the group).
 Communicate success stories as
competency profiles are
implemented.
 Good for organization.

Stage 2

 Develop, revise/update competency

profiles to meet changing demands.
 Monitor and evaluate applications to
ensure that they are meeting
organizational needs, and adjust
programs/plans, as needed to meet
evolving needs.

Topic: Staffing Human Resource Planning Ms. Terry Ann S. Dela Pena