Hope my understanding of your question is clear.
THIS IS A BROAD GUIDELINE.
THE ACTUAL APPROACH WILL VARY WITH
-SIZE OF THE COMPANY
-NATURE OF THE ORGANIZATION
-SITUATIONAL FACTORS
ETC ETC
In most companies, HRM is part of senior management.
HRM makes contribution to the development of
-corporate mission statement
-corporate objectives
-corporate strategy.
Normally the senior management team or TOP management would
consists of
-ceo or managing director
-corporate planning manager
-finance manager
-marketing manager
-manufacturing manager
-sales manager
-supply chain manager
-HR manager
etc.
---------------------------------------------------------------
STEP 1[a]
TOP management would
-evaluate the current [ last 12 months] performance against the
objectives / target set previously, which includes return on investment,
profitability , etc and also the performance of various departments
like marketing, sales, HR, manufacturing, etc etc.
STEP 1 [b]
TOP management will also evaluate the current mission,objectives,
strategies and policies.
-----------------------------------------------
STEP 2[a ]
CEO or MD will take the summary of the evaluation of the current
performance to the board for review.
STEP 2 [ b ]
Based on the review plus the external environmental factors,
the board will make decisions on
-new mission statement
-new corporate objectives
-new corporate governance
-------------------------------------------------------------
STEP 3 [ a ]
TOP management will scan and assess the company's
external environment --political/ economic/social/ technology.
to determine the strategic factors that pose as
OPPORTUNITIES / THREATS.
STEP 3 [ b ]
TOP management will scan and assess the company's
internal environment --structure/ culture/resources etc
to determine the strategic factors that pose as
OPPORTUNITIES / THREATS.
STEP 3[ c ]
TOP MANAGEMENT will analyze the the strengths / weaknesses
of the organization and pinpoint the problems areas that needs
attention and the strengths that could be exploited.
----------------------------------------------------------------------------------
STEP 4
Based on the above analyses, TOP management will generate,
evaluate, and select the best strategic factors.
-------------------------------------------------------------------------------
STEP 5
TOP management will review and revise [ if necessary ] the
mission statement and corporate objectives.
-------------------------------------------------------------------------------
STEP 6
TOP management will generate and evaluate strategy alternatives
and objectives.
-----------------------------------------------------------------------------
STEP 7
This final corporate mission statement, objectives and strategies
becomes the foundation information for the various departments
to work out their departmental objectives/strategies/plans.
-----------------------------------------------------------------------------------
STEP 8
After working out their respective objectives/strategies/plans
and the budgets , the departmental managers send their
respective information to the TOP management for
approval.
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STEP 9
On receiving the approved package from the TOP management,
the departmental managers develop the implementation plan.
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STEP 10.
NOW you have mission/objectives/strategies/plans/budget/schedules.
================================================== ====
IN case of HR, which is a department by itself,
This final corporate mission statement, objectives and strategies
becomes the foundation information for the HR department
to work out your departmental objectives/strategies/plans.
THE HR DEPARTMENT PLANS COULD HAVE 3 PARTS
PART 1 -- plan of action to meet corporate objectives/strategies.
EXAMPLE
*online recruitment
*focus on competence development
*market oriented compensation packages
*organization development programs
etc etc
PART 2 -- plan of action to meet various departmental objectives/strategies.
EXAMPLE
Discuss with the various other departments like sales/ production/
distribution/accounting/ IT etc about their requirements
-for manpower
-recruitments
-replacements
-training
etc etc
Once you get their departmental requirements, HRM develops
-recruitment /selection plans / programs/ procedures/ priorities
-training plans / programs/ procedures/ priorities
-rewards plans / programs/ procedures/ priorities
-development plans / programs/ procedures/ priorities
-payroll plans / programs/ procedures/ priorities
- performance management plans / programs/ procedures/ priorities
-staff/organization communication plans / programs/ procedures/ priorities
etc etc
PART 3 -- plan of action to meet HR DEPARTMENT'S OWN INITIATVES.
EXAMPLE
-KNOWLEDGE MANAGEMENT
-ORGANIZATIONAL CULTURE CHANGE MANAGEMENT
-HR POLICIES
-HR PROCEDURES
-HR PRACTICES.
ETC ETC.
================================================
HR PLANNING
1.DIFFICULTIES IN HR PLANNING.
-as the economy grows/declines, the demand for HR resources
changes not only in quantity but also in quality/ types.
-social pressure to provide the right environment for employees.
-political pressure to employ local population, irrespective
of skills/ knowledge.
-legal challenges to recruitment / compensation on
discrimination .
-technology changes means getting right type of people
or provide the right type of training.
-competitive pressure to get the right talent at the right
compensation.
-strategic planning seeks strategic HR planning.
-BUDGET constraint put pressure on HR to get the
best resources for the least.
-sales / production increases in business, puts pressure
on HR to recruit more.
-sales / production decreases in business, puts pressure
on HR to rationalise recruitment.
-new venture means demand for new type of skills/ knowledge.
-acquisitions / mergers means rationalization of HR.
-Organization development means HR implementing new
structure, new culture, new systems etc.
-Job redesign means HR implementing new
methods, new process, new systems etc.
-Globalization means managing HR diversity, new culture
change, new training etc.
-HR challenges / difficulties include
*managing retirement
*managing voluntary retirement schemes
*managing terminations
*managing leave of absence.
*managing part time workers/ causals.
*managing layoffs
-Balancing the INTERNAL SUPPLY ESTIMATES AND
EXTERNAL SUPPLY ESTIMATES.
*INTERNAL SUPPLY ESTIMATES
-staff skills inventories
-management inventories
-replacements requirements
-transition requirements
*EXTERNAL SUPPLY ESTIMATES
-labor market supply
-community attitude
-demographic trends
*MANAGING WORK OPTIONS
-shorter weeks
-flexitime
-telecommuting
-virtual organizations.
2.CONCEPTS OF HR PLANNING.
These include
-Recruitment
-Selection
-Induction
-Orientation
-Training
-Developement
-Compensation development
-Salary administration
-Payroll Administration
-Performance Appraisal
-Performance Management
-Industrial Relations
-Counselling
-Promotions
-Terminations
-Transfers
-Staff amenities.
etc.
============================================
IN CORPORATE PLANNING, WE DO NOT USE THE
TERM BUSINESS PLAN---WHICH COULD BE MISINTERPRETED.
WHAT WE HAVE ---HUMAN RESOURCE DEPARTMENT PLAN
WHICH IS AN ACTION PLAN TO MEET COMPANY HR NEEDS
AND HR DEVELOPMENT.
SO, AT THE END WHAT WE HAVE IS
-CORPORATE PLAN
-DEPARTMENTAL PLANS
-HR PLAN.
REGARDS
LEO LINGHAM