Therefore, it is important for the human resource department to use the best tool and technique for the planning of human resources. Using every tool available in the market isn’t a wise method. In this chapter, I will discuss some most important resource planning tools like a capacity planner.
It helps in the process of recruitment, training, and retention of the employee. That’s why human resource planning is the best way to align the available skills with the organization’s goals and objectives.
In this article, the process of human resource planning using different tools and techniques will be covered briefly.
What is Human Resource Planning Tools?
It also provides an action plan to eliminate this gap.
In short, human resource planning helps an organization retain the right strength of people with the required skills for a particular job position at a specific period of time. Some organizations also refer to it as manpower planning or workforce planning.
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Significance of Human Resource Planning
Human resource planning isn’t just important to maintain the right strength of people in the organization, but it deals with the competencies required at a particular time to achieve organization objectives and goals.
It helps in the optimal utilization of human resources. Also, support to achieve the organization objective but providing the right skill set at the right time. It states the process of recruitment and training of human resources. The human resource plan identifies the surplus or deficiencies of human resources and calculates the requirement of labor for under consideration diversification or expansion plans.
Here are 5 HR tools that stand out from the crowd
There are several steps involve in the planning process of human resources. Few of the main steps are;
- Identify the currently available supply of the human resource of a particular skill set.
- Forecast the future demand for the resources required for each type of job position.
- Compare the available supply and future demand forecast to identify the gap.
- Use human resource planning tools to eliminate the gap and fulfill human require requirement.
There are several tools and techniques available in the market to analyze the capability or skill set of available employees and to determine the future requirements of diversifying business situations. Few of the most common ones are;
- SWOT Analysis
- Organizational Chart
- RACI Matrix
- 9 Box Grid
- Scenario Planning
- Replacement Chart
SWOT HR Analysis
SWOT analysis is the tool used to analyze the strengths, weaknesses, opportunities, and threats for any parameter of the organization. Using this tool for self-evaluation of employees or to assess the current capability of the organization is preferred. It analyzes available resource strengths and weaknesses and looks for the opportunities keeping in view the threats by competitors.
An organizational chart is realistic tools use to map the hierarchy of the organization with reference to reporting, roles and responsibilities pattern. It can be used to properly staff a required skill set for a particular goal and analyze the need for any missing role in the organization structure.
RCI Matrix stands for responsible, consulted and informed. This tool is used by project managers to assign roles to different activities of the project. It nominates the human resource for each task of each project phase as responsible, accountable, consulted and informed.
9 Box Grid tool is used for rating of a current employee on their performance and talents using a graphical approach where the x-axis covers the performance and y-axis provides potential or talent record. The bottom left box is considered as talent risk and the desired employee is from top right consistent star box.
Forecasting HR Planning
Scenario planning is used to forecast the future skill demand of the organization by considering the potential of different scenarios that may affect the organization such as financial change, technological advancements, and disasters.
Replacement HR Chart
Replacement chart is a modified form of organization chart used to identify the replacement for each role in the organization hierarchy who is going to retire or leave the business.