Human Resource Management Planning Process (HRMPP) is a strategy used by organizations to ensure that they have the right number and quality of employees to achieve their goals and objectives. HRMPP involves the following six steps:
1. Make HR objectives: This step involves developing goals for the overall organization and individual departments, such as increasing productivity, reducing turnover, or improving customer satisfaction.
2. Analyze the current workforce: This step involves assessing the current skills, competencies, and performance of the existing employees, as well as identifying any gaps or surpluses in the workforce.
3. Determine HR supply and demand: This step involves forecasting the future needs and availability of human resources, based on factors such as business plans, market trends, employee turnover, and retirement.
4. Create an action plan: This step involves designing and implementing strategies to address the HR gaps and surpluses, such as recruitment, training, development, retention, or redeployment of employees.
5. Continue to train and develop: This step involves providing ongoing learning and development opportunities for employees, to enhance their skills, knowledge, and motivation, as well as to prepare them for future roles and challenges.
6. Evaluate the plan: This step involves monitoring and reviewing the outcomes and effectiveness of the HRMPP, and making adjustments as needed, to ensure that the HR objectives are met and aligned with the organizational goals.
HRMPP is an important process that can help organizations to achieve the following benefits:
– Creates a steady flow of skilled employees to meet any staffing challenges
– Allows the organization to adapt to changing markets and conditions
– Increases the organization’s productivity and profitability
– Matches the organization’s qualified employees and appropriate departments
– Helps the organization meet goals and objectives
– Enables the organization to maintain a competitive edge in the industry
– Promotes the organization’s growth and longevity
However, HRMPP also has some limitations and challenges, such as:
– Resource requirements: HRMPP can require time, money, and multiple HR personnel to conduct the analysis, forecasting, planning, and implementation of the HR strategies.
– Uncertainty and complexity: HRMPP can be affected by various internal and external factors that are unpredictable and dynamic, such as economic fluctuations, technological changes, legal regulations, or social trends.
– Resistance to change: HRMPP can encounter resistance from employees or managers who may be reluctant or fearful of the changes in their roles, responsibilities, or work environment.
Therefore, HRMPP requires careful planning, communication, and evaluation, to ensure that it is effective and beneficial for the organization and its employees.
This is a brief overview of the HRMPP in approximately 500 words. If you want to learn more, you can check