HUMAN RESOURCE PLANNING (HRP)
Professor Bruce Fortado
University of North Florida
Human resource planning
generally refers to getting the right people, in the right numbers, in
the right place, at the right time.
A survey of CEOs of large companies found they typically
spent 20-40% of their time on talent management (Dessler, 2009: 74).
(1) Why is this the hot new topic in HRM?
* There is a growing recognition of the importance of quality people to an organization's
Human asset assessments are often done in expansions and acquisitions.
plans over the number of people and their skills are just as critical to success as a capital
If you cannot get the right people, in the right numbers, in the right place, at the right
time, you will be shut down just like you would have from a lack of inputs or equipment.
acquisitions, one should assess the human assets just like one assesses the equipment, buildings,
land, and inventory.
After a takeover, however, many companies remove the top managers to
This effectively divorces the new leaders from the past, shakes up the troops, and
makes room for a new loyal team.
Other good managers may leave due to the turmoil.
key part of the human assets are lost.
* There is also a growing recognition that people and their expectations are changing.
expect more than pay and say so (interesting work, participation, etc.).
Families may be a higher
priority today (child care, etc.).
Some people, for example engineers, may want to remain in
their technical field rather than entering management late in their careers.
career paths may be needed.
Moves have become more difficult with two spouses working.
Transfer and relocation plans must be altered.
Life crises at various ages have been recognized.
Employee Assistance Programs (EAPs) may be offered to salvage rather than discard struggling
These factors make planning more difficult, but also more essential.
For years HR
managers have been complaining about their mediocre status, and the lack of attention and
support they receive.
Currently, they are getting more attention.
Are they going to deliver the
Conducting HRP depends on having a good Human Resource Information System
The HRIS is a centralized information base concerning employee characteristics, which can
include a wide variety of information: pay roll records, personal data, work experience, product
knowledge, industry experience, training, education, skills, foreign language fluency, career
interests, relocation limitations, performance evaluation results and promotability assessments.
The Potential Benefits