The role of the human resources (HR) sector in corporations has changed a lot in recent decades. No longer just a bureaucratic area, HR became a nucleus with the mission of aligning business interests with the well-being of professionals. For this area to be able to promote its activities, it has to develop HR planning.
This plan is formulated in partnership with the managers and must include a series of resolutions and indications of the sector’s actions. Thus, it contributes to the strategic role of HR within the organization.
We even prepared a material to help you in this practice. Download the free Strategic Planning Checklist .
Want to know how to prepare HR planning? Check out our post and understand more about the topic!
What is HR Planning?
Organizations always develop a plan of their actions. The human resources sector is involved in carrying out this work, but, in addition, it also has its own program. The intention is to undertake actions in the area of human resources that are aligned with the objectives of the corporation.
Thus, HR planning is a process that maps the actions to be carried out in the area of human resources in tune with the company’s strategic plan. For the preparation of this document, it is necessary to observe the company’s needs that are related to people management. Thus, from these analyses, it is possible to build interventions.
What are the component parts of HR planning?
Human resource planning is made up of the following parts:
- organizational climate analysis ;
- analysis of team performance;
- management of recruitment and selection ;
- evaluation of training and development;
- remuneration control;
- dimensioning the number of people needed to perform the tasks;
- team orientation management;
- management of admission and dismissal;
- evaluation of union relations;
- health, safety and well-being management;
- definition of improvement actions.
Why should a company invest in HR planning?
Investing in planning facilitates the management of human resources, as all activities are mapped and categorized. In this way, people management professionals have a guiding plan for their actions, which triggers the achievement of better results. In this context, it is possible to strategically align HR and the company.
With HR planning, the company identifies points for improvement and risks to which it is subject in its actions. This makes it possible to develop attitudes to prevent errors, remedy problems and take advantage of potential.
The elaboration of an HR plan allows the sector to achieve more credibility in the organization. This happens because people management actions become more systematized and effective. As a result, employees are satisfied, as they are the biggest beneficiaries of human resources practices.
What is the importance of the Human Resources area for the company?
Whenever I need to answer the importance of the HR area within the company, those big corporations come to my mind. Without this sector it would be impossible to deal with so many employees, right?
The same thing happens with small and medium-sized companies, the work is so big that people management things end up going unnoticed.
That’s where the importance of HR lies, without it the company wouldn’t be able to focus on all other things and still deal with the treatment of employees. The role of HR is essential, it is necessary to have this area extremely focused on human capital to ensure the success of the company.
He accompanies the employee from the beginning to the end of his time in the organization, and is always aligned with the company’s aspirations for the future.
How to make an HR plan?
To make an excellent HR planning, it is crucial that several points are taken into consideration. They are the ones that will guide the entire course of the company and, for this reason, they need to be elaborated in detail.
Therefore, we will list below a practical and simple guide of everything you need to plan your company’s HR. Follow:
1- Characterization of the company
The characterization of the company is the first and one of the most important steps in its planning. This is because, without this characterization, it becomes difficult to stipulate which are the best steps for the institution’s growth.
After all, we are working on a plan aimed at structuring our company and, for this reason, it is essential that we keep in mind all the objectives and characteristics of the institution itself.
At this stage, therefore, you will need to keep in mind the following fragments:
- The company’s history: Knowing all its history and all the work that has been built up until then.
- The size of the company: small, medium or large? This information greatly influences decision making.
- Market sector: What sector does the company operate in? Is she regional? National? International?
- Products and services: What does the company offer to the market? How do you offer? What is customer feedback?
- Mission, vision and values: What is the main objective of the company? What is her vision? And what are the values that the company does not give up?
- Positions: What are the existing positions within the company? Which ones are filled? Which not?
Based on all this mapping, we will be able to work on an effective and coherent structuring with the company’s needs. Without this “script”, all the rest of the planning may be in vain.
Remember: All the development of HR planning is linked to who the company is and where it wants to go.
2- Establishment of objectives and goals
For a Human Resources plan to really walk the right path, it needs a map . That is, it needs precise notes regarding the objectives and goals of the corporation. Without this north, the path becomes uncertain and unproductive.
Therefore, from the moment that there is a precise characterization of the company, it is time to invest in the elaboration of goals and objectives (if you haven’t already). Remembering that the goals refer to the steps in the short term . While goals are linked to long-term steps .
That is, it is necessary to create a main objective for the entire corporation and, from that, break it down into smaller parts, forming the goals. Thus, the final objective remains, but the possibilities to get there are what sustain the company today.
3- Analyze the organization’s environment
With the previous steps well structured and clear, we now need to analyze the internal environment of our corporation. And this concerns human relationships, as well as the placement of all employees within the corporate gear.
In this way , we will be able to analyze in depth all the possible gaps that may still be “truncating” the company’s development process.
Observe the facilities, security and all factors that are involved with the well being of all employees.
From there, list all of the company’s strengths (or strengths) as well as all of its weaknesses . This list includes the technologies used in the company, the motivation of the employees, the physical and mental health of the employees, the results with the sale of products/services, etc.
4- Analyze existing opportunities
With everything at the tip of the pencil, it’s time to analyze those strengths and weaknesses you highlighted earlier. Here you can list existing opportunities in each of these factors.
In this way, it can further enhance the company’s strengths, as well as improve its weaknesses. Always aiming at a healthy, possible development that meets small goals. That is, these changes do not need to happen abruptly in the organization.
But yes, they can occur gradually, in order to form a new way of looking at business development. Inhibiting rejection by employees, for example. After all, sudden changes can generate anguish and dissatisfaction for them.
5- Discuss the possibilities with managers
Having drawn up a complete list of all the opportunities you have found within the corporation, it is time to discuss these possibilities with the managers. It is at this stage of HR planning that we will be able to know a little more about the human resources, in fact, existing in the company.
Basing our actions on opinions and notes from those who are at the forefront of business development. That is why, before making a decision on the action plan itself, it is essential that there is this type of closeness with managers.
After all, who is more prepared to point out questions and strengths of their teams than those who are close to them on a daily basis?
Therefore, present all your research and all your conclusions reached so far. And so, together with managers, develop small ideas for action plans, which will be detailed in the next step.
6- Develop an action plan
With all the company’s data in hand, it’s time to create the action plan itself. So far, you have already obtained the following information:
- Characterization of the company;
- Company goals and objectives;
- Analysis of the internal environment;
- Managers’ perspective.
Based on this, the action plans will have all the necessary basis for an accurate elaboration for the organization. Direct decision-making and all plans for the optimization of all corporate processes and resources.
Always betting on changes that close the possible gaps that insist on opening “holes” in organizational development.
7- Bet on qualifications and training
From now on, we will be able to start a crucial process in the growth of the corporation: the qualification and training of teams and professionals.
In this phase of HR planning, we will be working on strengthening the corporation as a whole. Because only from our teams can we, in fact, move forward in our organizational goals and objectives.
The great “balcony” of people management involves this point specifically: the success of a company is the reflection of its employees. And, for this success to occur, these same employees need to be part of the development, “embedded” in the healthiest way possible.
Escaping the idea that employees are mere manual producers. But yes, recognizing that when there is their emotional and professional development, the company develops together.
A company is made of people, not things . And, for this reason, investing in qualifications and training is to enable several keys to open along the way.
Increasingly praising the company’s strengths, and strengthening those that still need to be developed. And the most interesting thing is that everyone wins: employees, managers and the company itself. After all, everyone will be directed to the growth and goals of the corporation.
8- Keep open communication about the processes
With everything underway so far, it is still worth highlighting an extremely important point in any type of HR planning: communication . Yea! Companies often engage in transformations and differentiated trajectories in order to find new ways to develop.
However, they put a beautiful theory on paper, and try to replicate it in all their collaborators. But, the error arises when action plans are only put into practice in a scarce way. That is, without efficient communication.
And so, employees feel that, once again, they are just replicating the managers’ “wills”, without understanding the real value of that action. And so, truncated communication generates catastrophic results in organizational development.
Therefore, it is very important that clear communication is maintained with everyone involved in the company’s actions and processes. It is essential that it is clear to everyone , the organizational objectives and goals. As well as pointing out the whys of decision making.
That way, everyone will be able to know where they are heading, and they will feel much more motivated to follow this path. Because when we don’t know where we’re going to go, we feel injured and unmotivated. How am I going to motivate myself for something I don’t even know what it is?
In this way, always maintain close and clear communication! Taking into account the reality of each sector and employee within the company.
9- Monitor and evaluate the results
Finally, the time has come to monitor and measure all the results of your actions . As for monitoring, keep track of everything that is happening in this new stage within the company. Thus, it will be possible to visualize possible persistent gaps , working “heavy” on them. inhibiting their development.
Likewise, after a period of time – which you will stipulate there when setting goals and objectives – you will be able to evaluate all the results obtained so far. Again analyzing the data collected and then thinking about new paths and possibilities for business growth.
With this constant monitoring and study of the results, it becomes increasingly easier to deal with small slips and organizational impasses. Keeping a constant and healthy development of all employees.
And so, the company walks towards success, without significant interference in its path.