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Importance Of Strategic Hr Planning

Workers Compensation Law Discussion

Importance Of Strategic Hr Planning

Postby Jorge » Sat Nov 12, 2016 10:53 am

What are they keys points I would use to convince the senior management team of the importance of strategic HR planning ?.
Jorge
 
Posts: 43
Joined: Thu Feb 06, 2014 2:04 pm

Importance Of Strategic Hr Planning

Postby Killdaire » Mon Nov 14, 2016 4:22 am

DENYSE,

HERE  IS SOME  USEFUL  MATERIAL.

IT  IS   A  COLLAGE  OF  IDEAS,  YOU  COULD  PICK

AND  CHOOSE  ELEMENTS   TO  POSITION  YOURSELF  BETTER.

REGARDS

LEO LINGHAM

===================================

The  normal  practice  is

-SENIOR  MANAGEMENT  develops

the  corporate  strategic  planning,  with  its  objectives/ strategies.

-other  departments  like  HR/  MARKETING  etc  use  the  base

and  develop  their  strategic  plan, like  HR  STRATEGIC PLAN,

STRATEGIC  MARKETING  PLAN   ETC.

IF  THIS  IS NOT  THE  PRACTICE  IN YOUR COMPANY,

THEN  WE  NEED  TO  START  FROM  THE  SCRATCH.

============================================

I have used PESTEL and -shown  how  each  FACTORS  in  PESTEL  can  have  an  impact  on

on  the  company  business  and  hence   the  HRM.

-political-economic-social-technology-environmental-legal.

Below    you  will  find examples of each of these factors.

Political ==========================================

-Tax policies

what tax  hinder the business and what  taxes  incentives  are available]

[ if  the  tax  policies are  liberal / incentivated,  businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-MORE  CHANGE  MANAAGEMENT

-MORE  Organization Development    PROGRAMS

-MORE  Organization culture  change  programs

========================================

-International trade regulations and restrictions

[ does  the  government    encourage  exports / with  high tariffs  on  imports]

[ if  the  exports  policies  are  liberal / incentivated,  businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

------------------------------------------------------------------------------------------

[ if  the import  policies  are  liberal / incentivated,  local  mfg. businesses  will  

contract ,  which means  the  impact  on   HR  

-less  RECRUITMENT/ SELECTION

-MORE TRAINING  to improve  efficiency / productivity  

======================================================

-Employment laws]

[ is the  government    encouraging  skilled  immigrants  with  temp. permits]

[if the government  relaxes the  rules on  skilled  migrants,

which  means  the impact  on  HR

-EMPHASIS  WILL  BE   ON FOREIGN   RECRUITMENTS.

-DEVELOPMENT  OF  OVERSEAS  CONTRACTS

-TRAINING  FOR THE  INCOMING  STAFF  ON   LOCAL CULTURE.

-TRAINING  FOR  MANAGERS   TO  MANAGE  DIVERSITY

=======================================================

Economic   

-Economic growth

[  what  is  the economic growth rate  /  what  are  the  reasons ]

[ if  the  economy  is on growth path,  businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-COMPENSATION  NEEDS  REVISION

--------------------------------------------------------------------------------

[ if  the  economy  contracts/demand  drops,  businesses  will  reduce volume ,  which means  the  impact  on   HR  

-less  RECRUITMENT/ SELECTION

-MORE TRAINING   TO  IMPROVE  EFFICIENCY/PRODUCTIVITY

-MORE INCENTIVATES   FOR   PRODUCTIVITY  GAIN

===================================================

-Interest rates & monetary policies

[ are  the  interest  rates    under control /  is there   a  sound  monetary  policies]

[ if  the  interest  rate  goes down/ the monetary  policies  are liberal,  

as the  demand  goes  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

----------------------------------------------------------------------------

[ if  the  interest  rate  goes  up ,  the demand  will  go  down  businesses   will  downsize / cut cost    which means  the  impact  on   HR  

-less  RECRUITMENT/ SELECTION

-MORE TRAINING  for   efficiency / productivity  improvements

-EMPHASIS   WILL  BE  FOR  ''PAY  FOR  PERFORMANCE''.

===================================================

-Government spending

[is  government  spending  is  significant   and  is it   under control ]

[ if  the  government  increases  the  spending  on  infrastructures etc, the  demand  goes  up  , businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

==================================================

-Unemployment policy

[what  is  the  employment / unemployment  policies  of the government ]

=====================================================

-Taxation

[  has  the  taxation    encouraged  the  industry ]

[ if  the  taxation policies encouraged  the  industry,  businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

=======================================================

-Consumer confidence

[ is  the  consumer  confidence   is   high/ strong and  if  not, why ]

[ as  the  consumer  confidence  goes up, more jobs are created, demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

==================================================

Social -Income distribution

[is there   balanced   income  distribution   policy ]

[ as  the  income level  goes  up and  income  distribution  improves,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

==================================================

-Demographics, Population growth rates, Age distribution

[ what  is   population   growth  and  why ]

[ as  the  population  level  goes  up and  age  distribution  improves,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

====================================================

-Lifestyle changes

[ are  there  significant  lifestyle   changes     taking  place--more  modernization/ why  ]

[ as  the  life style   goes  up and  more modernization   improvements,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

=========================================================

-Work/career and leisure attitudes

[ are  the  population      career  minded  and  are  seeking  better  lifestyle]

[ as  the  income level  goes  up and   workers  attitudes  changes,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

==================================================

-Education

[ what  are  the  education  policies /  is  it  successful ]

[ as  the  education level  goes  up and  income  distribution  improves,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

=======================================================

-Living conditions

[ is the  living  conditions   improving  fast  and  spreading  rapidly]

[ as  the  income level  goes  up and  living  conditions  improves,  

demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

========================================================= Technological ==================================================

Industry focus on technological effort

[are  the   industries    focused  on  using  improved  technology]

[ as  the  industry  focuses  on  technology, more jobs are created, demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-MORE  TECHNICAL  TRAINING

-MORE  CHANGE  MANAAGEMENT

-MORE  Organization Development    PROGRAMS

-MORE  Organization culture  change  programs

========================================================

New inventions and development

[ are  new  inventions     being   encouraged  for  developments]

[ as  more  inventions are brought  out, more jobs are created, demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-MORE  TECHNICAL  TRAINING

-MORE  CHANGE  MANAAGEMENT

-MORE  Organization Development    PROGRAMS

-MORE  Organization culture  change  programs

======================================================

Rate of technology transfer

[ is  the  rate  of  technology  transfer  is  speeding  up ]

[ as  the  rate of  technology  transfer  speeds up, more jobs are created, demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-MORE   TECHNICAL  TRAINING

-MORE  CHANGE  MANAAGEMENT

-MORE  Organization Development    PROGRAMS

-MORE  Organization culture  change  programs

=======================================================

(Changes in) Information Technology

[ is  the   information  technology    rapidly  moving  and  is  there  government  support]

[ as  the  IT  usage  increases, more jobs are created, demand  for  product/services   will go  up, businesses  will  add

expansion ,  which means  the  impact  on   HR  

-MORE RECRUITMENT/ SELECTION

-MORE  INDUCTION / ORIENTATION

-MORE TRAINING

-MORE  TECHNICAL  TRAINING

-MORE  CHANGE  MANAAGEMENT

-MORE  Organization Development    PROGRAMS

-MORE  Organization culture  change  programs

===========================================================

FOR  EACH  OF  THE  ELEMENTS,  

-I HAVE  SHOWN  THE  POSITIVE   SIDE  OF  THE  POLICIES,

THE  BUSINESS  POSITIVE  IMPACT

-THE  POSITIVE   HR   REACTIONS.

IN   THE   SAME  MANNER,

-ALL   NEGATIVE   SIDE OF  THE  POLICIES,  WILL HAVE

THE  BUSINESS  NEGATIVE  IMPACT

WHICH  MEAN  HRM   WILL  HAVE  TAKE   RATIONAL

ACTION PLAN  TO  SUIT   THE  SITUATIONS,  WHICH  COULD  INCLUDE

-downsizing  of  employees  nos.

-restructuring  of  the  organization

-re training

-multiskilling

-jobs   re  organization

-more  skill  training

-pay  for  performance

etc   etc   etc.

======================================

THE CORPORATION  ALSO  NEED  STRATEGIC

HR  PLANNING   FOR  THE  FOLLOWING  REASONS

-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.

-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 OF  HR  RESOURCES *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.

==================================

STRATEGIC  HR  PLANNING   is   required , to   review the  following

CHANGING  FACTORS  WHICH  AFFECTS  HUMAN RESOURCES

1.The  impact  of  technological  change on task needs.

2. Variations in the  efficiency, productivity, flexibility  of  labor  as  a result  of  training, work study  organizational change, new motivations, etc.

3. Changes  in  employment practices [ e.g. subcontractors  or       outsourcing  etc ]

4.Other  variations due to  new legislations like new health requirements,    safety  requirements etc.

5.Changes  in  government policies   like  tax/ tariff etc 6. Labor  demand  and  supply .

7. Skills   levels   availability

What should  emerge from  this  analysis / reviews  is a   "thought out"   

and  logical  staffing  demand  schedule for  varying dates  in the future

which  can then  be  compared  with  the  crude  supply   schedule.

The  comparison will then  indicate  what steps must be taken to achieve a balance.

===========================================

HR  STRATEGIC  PLANNING  HELPS  THE  HR  SUPPLY  FORECASTING  --  CONSIDER  THE  FOLLOWING DEMAND  AND  SUPPLY  IN  THE  JOB  MARKET

1.EXPERT -informal  internal  surveys.

managers  prepare  their  own estimates based  on  workload.

-------------------------------------------------------------------------------------

-formal  external  surveys.

planners  survey  managers, using  questionnaires  or  

or  focused  discussion.

----------------------------------------------------------------------------------

-delphi  techniques

solicit  estimates from  a  group  of  managers, until  the estimates   converge.

============================================

2.TREND  PROJECTIONS

-extrapolations

extending  past rates  of  change  into  the  future.

---------------------------------------------------------------------------------

-indexation

matching  employment  growth with , say,  sales.

----------------------------------------------------------------------------------

-statistical  analysis

=================================================

3. OTHERS

-planning  and  budgeting  systems  

based  on  strategic  and  corporate  plannings/ budgeting.

---------------------------------------------------------------------------------------

-new  venture  analysis

making  comparisons  with similar  operations.

-------------------------------------------------------------------------------------

-computer  models

using  multiple  variables.

=================================================

STRATEGIC  HR  PLANNING   ALSO  HELPS

TO  DEVELOP

*INTERNAL  SUPPLY  ESTIMATES   FOR  EACH  DEPARTMENT/TOTAL

-staff  skills  inventories

-management  inventories

-replacements  requirements

-transition  requirements

*MANAGING  WORK  OPTIONS  FOR  EACH DEPARTMENT / TOTAL

-shorter  weeks

-flexitime

-telecommuting

-virtual  organizations.

CURRENT  SITUATION/ ANALYSIS  OF  COMPANY  HR

1.Assessment / Audit  of  the  current  manpower  profile

-numbers

-skills

-ages

-flexibility

-sex

-experience

-capabilities

-character

-potential

and  also

-normal turnover,

-staff  movements  planned

-retirements

-succession planning

etc.

2. KEY  SUCCESS FACTORS  OF HR

3. HR [ SWOT ]  ANALYSIS

-STRENGTHS

-WEAKNESSES

-THREATS

-WEAKNESSES

4. HR  MARKET  [ DEMAND/SUPPLY]    -SKILL   AVAILABILITY

============================================

1.HR  OBJECTIVES

2.HR  STRATEGY

3. HR  PLANNING

These  include -Recruitment/ Selection  PLAN

-Induction / Orientation PLAN

-Training  / Developement  PLAN

-Compensation  PLAN

-Salary  administration  PLAN

-Payroll  Administration  PLAN

-Performance  Appraisal  PLAN

-Performance  Management  PLAN

-Industrial  Relations  PLAN

-Promotions  PLAN [ IF  ANY ]

-Terminations  PLAN

-Transfers  PLAN

-Staff  amenities. PLAN

-retraining  plan

-early retirement  plan

-redundancy  plan

-changes in  workforce utilization  plan

-career  path  plan

-succession  plan.

-personnel  and  career  plans

--------------------------------------------------------------------------

===========================================

LASTLY   BASED  ON THE  ABOVE  PLANS,

YOU  DEVELOP  HR  BUDGET.

The elements  in  HR  department  budget  would  vary  with

-company  policy

-budget  process

-company  accounting  system

-nature of  the business operation

-HR  PLANNING

etc

HERE  is  a  broad  set  of   guidelines.

-recruitment/ selection [ internal/ outsourcing ]

-PLACEMENT contractors [external ]

-salary/ wages

-training/ development [ includes  induction/ orientation]

-staff benefits

-staff  amenities

-workplace  facilities

-workplace safety [ OHS]

-salary  contingency

-workers  compensation

-staff  communication [ includes newsletter/ intranet ]

-labor relations [ legal/ investigations]

-HR administration

-HR travels etc etc.

======================================================

These   plans  will  help  to  bring  supply  and  demand  into  equilibrium,

not  just  as  a  one-off   but  as a  continual workforce  planning exercise  the  inputs  to  which  will need  constant  varying  to reflect

the  actual  as  against  predicted  experience  on the  supply  side

and  changes in  production actually  achieved as  against  forecast

on the  demand  side.

THE  ABOVE  APPROACH / CONTENTS  IS THE  SAME  WHETHER

IT  IS   PLANNING  FOR  1 YEAR  OR   3  YEARS  OR  5  YEARS.  

==================================================

STRATGIC  HRP is the foundation of every Human resource management activity.

=================================================

Importance  of  STRATEGIC  HR  PLANNING 1)   Each Organisation needs personnel with necessary qualifications, skills, knowledge, experience & aptitude . 2)   Need for Replacement of Personnel -  Replacing old, retired or disabled personnel. 3)   Meet manpower shortages due to labour turnover 4)   Meet needs of expansion / downsizing programmes 5)   Cater to Future Personnel Needs 6)   Nature of present workforce in relation with Changing Environment - helps to cope with changes in competitive forces, markets, technology, products and government regulations.   EXAMPLE :Shift in demand from ERP to internet programming has increased internet programmers .

STRATEGIC  HR  PLANNING   COULD BE  USED

i)  quantify job for producing product / service    

ii) quantify people & positions required

ii) determine future staff-mix

iii) assess staffing levels to avoid unnecessary costs

iv) reduce delays in procuring staff

v) prevent shortage / excess of staff vi) comply with legal requirements

-------------------------------------------------------------

STRATEGIC  Human resource planning is the process of anticipating and

carrying out the movement of people into, within, and out of

the organization. STRATEGIC  Human resources planning is done to achieve

the optimum use of human resources and to have the correct

number and types of employees needed to meet organizational

goals.

Thus, it is a double-edged weapon. If used properly, it leads

not only to proper utilization, but also reduces excessive labor

turnover and high absenteeism, and improves productivity.

It can also be defined as the task of assessing and anticipating

the skill, knowledge and labor time requirements of the

organization, and initiating action to fulfill or ‘source” those

requirements. Thus, if the organization as a whole or one of its

subsystem is not performing to the benchmark, in other words,

it is declining, it may need to plan a reduction or redeploys its

existing labor force.

On the other hand, if it is growing or diversifying, it might

need to find and tap into a source of suitably skilled labor .

That is why; we need to plan in advance even for procuring

human resources, which in contrast to a general myth are not

abundant!! Thus, in the same line, we propose that organization

can achieve its goals effective through effective contingencies

of all the HR functions; for example, the structure of an

organization and the design of the job within it affect an

organization’s ability to achieve only through the efforts of

people. It is essential therefore, those jobs within the organization

be staffed with the personnel who are qualified to perform

them. Meeting these staffing needs requires effective STRATEGIC planning

for human resources

HENCE  “STRATEGIC  HR  planning is the process –

including forecasting, developing and controlling by which a

firm ensures that it has-

· The right number of people,

· The right kind of people,

· At the right places,

· At the right time, doing work for which they are

economically most useful”.

=====================================================

Why has STRATEGIC  HR planning increased in importance.

BECAUSE  OF  

-globalization

-economic  growth

-demand  for  skilled  workers

-mobility  of  workers

-need  for  productivity  improvements

-need  for   efficient  growth

-diversity  in  workforce

-forward  planning  of  resorces

-provides   a  planned  hr resources

-controls   wastage.

etc etc

==========================================

WHY  STRATEGIC   HRP  IS  SO  IMPORTANT  TO  BUSINESS/ ORGANIZATIONS

**Forecasting future manpower requirements, where we

use mathematical projections  to project trends in the economic environment and development of the industry. **Making an inventory of present manpower resources

and assessing the extent to which these resources are

employed optimally.

** Procuring competent personnel

requires positive recruitment efforts and the development

of a variety of recruitment sources. These sources must

consider not only the nature and conditions of the external

labor market, but also the presence of qualified personnel

who are available to fill vacancies through internal

promotions or transfers.

Keep in mind the recruitment activities is integrated with

diversity and equal employment opportunity initiatives.

Staffing needs must be anticipated sufficiently in advance to

permit the recruitment and development of fully qualified

personnel.

**Anticipating manpower problems by projecting

present resources into the future and comparing them

with the forecast of requirements to determine their

adequacy, both quantitatively and qualitatively; **Planning the necessary programmes of requirement,

selection, training, development, utilization, transfer,

promotion, motivation and compensation to ensure that

future manpower requirements are properly met.

**It’s a systematic approach. because it ensures a

continuous and proper staffing. It avoids or checks on

occupational imbalances(shortage or surplus) occurring in

any of the department of the organization.

**There is a visible continuity in the process. **There is a certain degree of flexibility. That is, it is subject

to modifications according to needs of the organization or

the changing circumstances. Manpower plans can be done

at micro or the macro levels depending upon various

environmental factors.

“ STRATEGIC  HRP is a kind of risk management. It involves realistically

appraising the present and anticipating the future(as far as

possible) in order to get the right people into right jobs at the

right time”. **Ensures optimum use of man(woman, too nowadays?)

power and capitalize on the strength of HR. The

organization can have a reservoir of talent at any point of

time. People skills are readily available to carry out the

assigned tasks, if the information is collected and arranged

beforehand.

**Forecast future requirements(this is done by keeping track

of the employee turnover.) and provides control measures

about availability of HR labor time. If, for example the

organization wants to expand its scale of operations, it can

go ahead easily. Advance planning ensures a continuous

supply of people with requisite skills who can handle

challenging jobs easily.

**Help determine recruitment/induction levels. **To anticipate redundancies/surpluses/obsolescence.

**To determine training levels and works as a foundation for

management development programmes

**Planning facilitates preparation of an appropriate manpower

budget for each department or division. This, in turn, helps in

controlling manpower costs by avoiding shortages/excesses in

manpower supply.

=========================================== STRATEGIC  HR  PLANNING  IS  IMPORTANT   BECAUSE  IT  PROVIDES

THE BASE   MEDIUM  PLATFORM  FOR  DEVELOPING

-Recruitment/ Selection  PLAN

-Induction / Orientation PLAN

-Training  / Developement  PLAN

-Compensation  PLAN

-Salary  administration  PLAN

-Payroll  Administration  PLAN

-Performance  Appraisal  PLAN

-Performance  Management  PLAN

-Industrial  Relations  PLAN

-Promotions  PLAN [ IF  ANY ]

-Terminations  PLAN

-Transfers  PLAN

-Staff  amenities. PLAN

-retraining  plan

-early retirement  plan

-redundancy  plan

-changes in  workforce utilization  plan

-career  path  plan

-succession  plan.

-personnel  and  career  plans

=================================================

####################################################################  
Killdaire
 
Posts: 41
Joined: Tue Feb 11, 2014 2:14 am

Importance Of Strategic Hr Planning

Postby Darrol » Mon Nov 14, 2016 3:25 pm

What are they keys points I would use to convince the senior management team of the importance of strategic HR planning ?.
Darrol
 
Posts: 41
Joined: Mon Jan 06, 2014 4:49 pm


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