OPERATIONAL HR PLANNING



 


All organizations engage in HR planning at an operational level, even those that do not have a strategic plan.At an operational level, organizations put in place HR management practices to support management and staff in achieving their day-to-day goals.

If organization already has good HR management practices in place they should be reviewed on an ongoing basis, every two to three years, to ensure that they still meet organizational needs and comply with legislation.

At an operational level, organizations also need to be aware of the interdependencies between operational decisions and HR management practices. Decisions made on one aspect of human resources often have an impact on another aspect of HR management.
 
 

 Example

Operational objective: Expand the services offered over the next two years

Human resources requirement: Five new staff members

Operational decision: Hire recent graduates or others with little direct work experience to reduce hiring costs

Implications for HR management practices: The operational decision to hire new graduates will impact on practices such as:

  • Supervision - there will be a need for more supervision
  • On-the-job training - there will be a need for increased training


 

In the absence of a strategic plan your organization can still take a proactive approach to HR management. By developing good HR management practices and thinking ahead, we can create a good work environment where staff can be productive and focus on providing the best possible service.

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