Planning human resources is the process of business forecasting, arrange and develop the workforce to meet the growing demand in each stage. This is not just operation to calculate the number of employees to be recruited, which also includes the identification of skills and competencies required to serve business goals.
In the context of fierce competition, plan human resources to help businesses avoid risk of shortages, the optimal cost while ensuring strategic sustainable growth.
This article Lac Viet Computing going deeper analysis of the concept, role, process and technology solutions to the organizations and enterprises are to find out information about planning, human resources have clear insight, effective application.
1. Planning, human resources, what is?
Planning human resources is an operation in hrm, focusing on the forecasting of human resource needs of the business in the future, develop a plan to meet that demand. Speaking in an understandable way, here is the process “prepared in advance” for businesses to always have the right number of staff with the right skills, at the right time.
For example, a company, ecommerce projected growth in orders, 30% in peak season last year. If there is no planning, human resources, they may fall into shortage of delivery staff, led to delays reduce the satisfaction of our customers. Conversely, if right forecast demand, plan preparation, recruitment, training soon, the business will ensure the customer experience is maintained, at the same time good cost control.
Difference between planning, human resources and personnel management typically located in the initiative. Hr managers often focus on current issues such as attendance, payroll, resolving complaints. Meanwhile, planning, human resources, strategic direction to the future to help businesses prepare for the changes long-term development.
Thus, the concept planning, human resources't just stop at the “calculate number of employees”, which is also part of the strategy, business development, helping enhance competitiveness, optimal cost-to ensure the stability of the organization.
2. The role of planning human resources in business
Planning human resources is not just an activity internal management but also the elements of strategy, decision to the stable development of the enterprise. Those organizations are in the stage of scaling or face the fluctuations in hr planning, it will bring the practical benefits follows:
2.1 Ensure appropriate human resources with business goals
Every business has a business plan in stages, such as market expansion, new product launches or re-structure the process of operation. Planning resources to help businesses determine the exact number and quality of personnel required to accomplish this goal.
For example, a production company set a goal to increase 20% yield in the coming year. If you only focus on stitching machinery that is not prepared enough commissioning engineers, maintenance staff, then growth plan will be difficult to succeed. When planning, business would proactively forecast and additional resources needed from early, avoid falling into the passive.
2.2 minimize the risk of personnel and costs
As practice shows, the condition of excess resources that the cost of salary, benefits increases, while the shortage of manpower led to slow progress and reduce productivity. Planning resources to help businesses balance the effect of these two factors.
According to the report of McKinsey (2023), the organization applied strategic planning, human resources can reduce an average of 10-15% of the cost of recruitment, training, thanks to the accurate forecast staffing needs. This shows that the plan not only helps entrepreneurs “have enough people working,” but also the tools to control cost effective in the long term.
2.3 Increase competitiveness, sustainable development
In the environment of fierce competition, enterprises not only need manpower in sufficient quantities, but also need high quality human resources. Planning human resources allows construction business plan skills development, retraining or prepare the team inherited.
For example, many multinational corporations, always deploy the program “succession planning” (succession planning) to ensure that when a management position key blank will have the full capacity immediately replaced. This approach not only helps business to maintain stable operation, but also improve the confidence of staff in development opportunities long career.
3. The planning process human resource standard for business
A process planning, human resources effective not only in the calculation of the number of people who need to recruit, but also must be associated with the development strategy's overall business. Here are the basic steps generally apply:
Step 1: analyze the strategic business goals
Planning human resources only effective when derived from business strategy overall. Here is the step platform to help businesses identify exactly need staff how in the short and long term.
Specific businesses need to answer the following questions:
- Businesses are pursuing the goal what? For example: expand into new regions, revenue growth, or re-structure to the optimal cost.
- Time, the priority of each objective? Short-term (6-12 months) generally focus on recruitment, meet operating needs, while long-term (3-5 years) navigate to the training and development of internal capacity.
- The external factors that influence how? Such trends, consumer change, the competition is increasingly high, or the impact of digital technologies (AI, automation) forcing companies to adjust the orientation of personnel.
Practical example: A retail chain aims to open 50 more stores in the next 3 years. This means the demand for key personnel will focus on managing the store staff, sales and logistics. If not mounting to plan with this strategy, businesses may face a shortage of labour during the expansion phase, slowing the progress of business.
Benefits: The analysis of the goal from the outset to help businesses optimize personnel budget, avoid waste in recruitment and training, while ensuring the workforce is always the same strategy development.
Step 2: forecasting demand for human resources
After you have defined your business goals, the next step is to forecast the number and quality of personnel that your business needs in each stage. This is not a license to estimate the sentiment, which is a process based on the data analysis model.
The prediction method popular, including:
- Based on historical data: View the number of personnel't need in the campaign expansion, peak season, or similar project.
- Analysis trends industry: For example, the retail industry is often 20-30% increase seasonal workers in the end of the year, while the manufacturing sector may need more automation engineers when investing in new lines.
- Hypothetical scenarios (Scenario planning): Business set up various scenarios such as “if the revenue increased by 30%” or “if you applied new technology”, from which it calculates the demand for human resources respectively.
For example: A company e-commerce in Vietnam, after data analysis, 3 year, recognizes the need for care staff, customers increased by an average of 40% in August 11-12 (season sale end of the year). Thanks to earlier forecasts, the company actively recruit training collaborators ago 3 months, avoid overload service.
Benefits: accurate Forecasts help businesses proactively resources, limiting the crisis, shortage of personnel, at the same time the optimal cost of salary and benefits.
Step 3: assessing current human resources
Forecasting demand for human resources will have no meaning if the business does not understand the resources are there. This is the stage of business conduct comprehensive assessment of the labor force current based on 4 main aspects:
- Number of employees: total scale, allocated according to the departments, the rate of the holiday.
- Professional skills: compare current capability with future requirements.
- Experience seniority: assess the level of readiness to take on the role higher.
- Leadership and development potential: identifying team of inheritance.
For example, A technology company-oriented product development based on artificial intelligence (AI). However, when evaluating the force of the current, they found that the programming team is mainly about traditional software (Java, .NET), while the number of skilled personnel AI/ML accounted for only less than 5%. The results of this evaluation indicate “talent gap” clearly, from that business is forced to choose: training together in the old or recruit a new hr professional WHO.
The evaluation of the workforce is in helping businesses determine the distance between “what is there” and “should have”, from which to build training plans, restructuring or recruitment reasonable. This step is important to ensure hr strategies aligned with business goals in the long term.
Step 4: build the hr plan
Once you have identified the gap between future demand and existing resources, businesses need concretized by the hr plan details. This not only is a action list that is a route overall, ensuring the sustainable development of the organization.
The solution is often applied include:
- Recruitment: When deficiency of specialized skills, particularly in positions requiring highly specialized (for example, engineers, AI experts, data analysis), businesses need to plan to recruit early to avoid “sprint” cause increased costs.
- Training and development: For existing staff, re-training (reskilling) and advanced skills (upskilling of) is the optimal method to leverage internal resources.
- Rotation, advancement internal: Here's how to create development opportunities to help employees stay motivated work.
- Planning succession planning: With the position senior management or key professionals, businesses need to prepare human resources to avoid disruption of operation.
Hr plan clearly to help businesses reduce the risk of labor shortages, increase the cohesion of employees at the same time control the cost effectively.
Step 5: deploy monitoring implementation
A plan personnel only successful when deployed, they have the system of constant monitoring. Many businesses are struggling not because of the wrong plan that because of the lack of tools monitor and adjust timely.
Businesses should implement the following 3 pillars:
- Clear process: Determine who is responsible for each action (recruitment, training, promotion).
- Tech support: App software hr management (HRM/HRIS) to automate tasks such as records management, reporting, human resources, analysis, personnel costs, tracking the rate of the holiday. For example: software, HRM of Lac Viet SureHCS allows the management track the entire life cycle of employees from recruitment and training to reviews through just one panel synthetic.
- Internal communications: Employees need to understand the hr plan to consensus and cooperation.
Illustrative example: A retail conglomerate when implementing HRM has been reduced by 30% aggregate time report of personnel by the system automatically. This helps the hr department to spend more time for strategic initiatives instead of handling paper craft.
Practical benefits: effective Monitoring to help businesses quickly detect deflector, timely adjustment and optimal resources.
Step 6: evaluate continuous improvement
Planning human resources is not in operation “once and for all” which should become a continuous process. Businesses need to periodically evaluate the effectiveness plan through indicators (KPI) as clear as:
- The rate of quitting (Turnover rate): Help assess the level of employee engagement.
- Recruitment time average (Time to hire): Measurement speed to meet staffing needs.
- The cost of recruitment and training (Cost per hire/training cost): effective control personnel budget.
- The level of satisfaction of employees (Employee satisfaction/engagement): Measuring quality of experience staff.
Practical benefits: continuous Assessment to help businesses maintain the fit between business strategy, strategic hr at the same time enhance the experience of employees, thereby creating competitive advantage long-term.
Thus, a process planning, human resources, it not only helps businesses fill the empty seat personnel, but also ensure appropriate resources, optimize the cost of maintaining competitive advantage in the long term. This is the core values that the organizations and enterprises are to find out information about planning, human resources need to move forward.
4. The common challenges in planning human resources
Despite brings many benefits, not every enterprise is easy to deploy into task planning, human resources. A number of common challenges that organizations and businesses are to find out information about planning, human resources are often encountered include:
- Lack of accurate data to forecast: Many businesses still manage hr with spreadsheets, discrete or data has not been updated promptly. This makes forecasting demand for human resources is usually emotional, lack of scientific basis.
- Hard mounted between business strategy and hr planning: In many cases, the hr department only join after business strategy has been issued, leading to a state plan resources not keep up with actual needs. As a consequence, shortage of personnel when deployed project or excess manpower in the stage of slow growth.
- The labor market and technology change rapidly: For example, the development of e-commerce has created a large demand for personnel, logistics, IT and customer care online – the position which is less focused ago. Business if not timely.
5. Solution app technology in planning, human resources
In the context of the business environment and rapid fluctuations, institutions, businesses are finding out information about planning, human resources increasingly aware that the decisions based on feelings or personal experience is no longer enough to compete. Instead, special technology is the system of human resource management (HRM/HRIS) become effective support tool to help the hr management, forecasting, data analysis to come up with strategies effective personnel.
LV SureHCS HRM is the solution in hrm comprehensive is designed according to the needs of business in Vietnam. Some highlights of the software:
- Integrated distribution system planning human resources: support demand forecasting hr planning, recruitment – training – development team according to each stage.
- Analysis report smart: the system uses technology, data analysis, help leaders panoramic view, support strategic decisions.
- Flexible deployment: suitable for both medium and large enterprises deploy on-premise or cloud.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS HRM
LV SureHCS HRM is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
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- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
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TYPICAL CUSTOMERS DEPLOYING LV SUREHCS HRM
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
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- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
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CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: surehcs@lacviet.com.vn | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
With SureHCS HRM, business not only manage hr effectively, but also proactive in planning, human resources, optimize cost, enhance competitiveness.
