Example of the Basic Human

Resources Planning Model

Organization
al Objectives

Human Resource
Requirements

Human Resource
Programs

Feasibility
Analysis

HRP Model
Strategic Human Resource Planning
Links 1 & 5: HR objectives are linked to
organizational objectives and planning
Designed to insure consistency between
organization's strategic planning process
and HRP.
So objectives of strategic plan are
feasible and
HR programs are designed around what
organizational objectives and strategies
require in terms of human resource goals

Example of the Basic

Human Resources Planning
Model
Organization
al Objectives

Human Resource
Requirements

Human Resource
Programs

4
5

Feasibility
Analysis

HRP Model Cont.

Operational Human Resource
Planning
Steps 2,3, & 4
Ensure HRP programs are
coordinated and allows the
organization to meet its human
resource requirements.

Example of the Basic Human

Resource Planning Model
Open new
product line
Open new
factory and
distribution
system

Develop staffing for

new installation
Production
workers
Supervisors
Technical staff

Recruit skilled
workers

Develop technical
training programs

Recruiting and
training
programs
feasible
Transfers
infeasible
because of lack
of managers
with right skills

Transfer managers
from other facilities

Other managers

Develop new
objectives
and plans

Recruit managers
from outside

Too costly to hire

from outside

Link 1: Determine Demand

(labor
requirements)
How many people need to be working and in
what jobs to implement organizational strategies
and attain organizational objectives.
Involves forecasting HR needs based on
organizational objectives

Involves consideration of alternative

ways of organizing jobs (job design,
organizational design or staffing
jobs)
Example - Peak production could be handled by
temporary workers or assigning overtime.
Machine breakdowns assigned to maintenance
department or handled by machine operators

Link 2: Determine HR Supply

(availability)
Choose HRM programs (supply)
Involves forecasting or predicting effect of various HR
programs on employee flowing into, through and out
various job classifications.
First determine how well existing programs are doing
then forecast what additional programs or
combination of programs will do
Need to know capabilities of various programs and
program combinations

Determine Feasibility Links 3

&4
Capable of being done
Requires knowledge of programs, how
programs fit together and external
environmental constraints (e.g., labor
force, labor unions, technology created
skill shortages) and internal environmental
constraints (skill shortages within the
organization, financial resources,
managerial attitudes, culture)

Do the benefits outweigh the

costs
Difficulty in quantifying costs and benefits

Revise Organizational
Objectives and Strategies
Link 5
If no feasible HR program can be
devised, the organization must
revise strategic plans.

HRP should be :
Done to guide and coordinate all HR
activities so they work together to support
the overall strategy
Responsive to internal and external
environment
Planning - done in advance
Strategic - linked with higher level
planning