Phase 1: Developing Data. Phase 2: Establishing HR Objectives and Polices. Phase 3: HR Programming. Phase 4: HRP Control and Evaluation.

After you’ve assessed your current human resources capacity, projected future HR demands and identified the gaps, the final step is to integrate your human resources plan with your organizational strategy.

Read this article to learn about the five steps involved in human resource planning process.

• Analysis of Organisational Plans and Objectives:
• Analysis of Human Resource Planning Objectives:
• Forecasting for Human Resource Requirement:
• Assessment of Supply of Human Resources:
• Matching Demand and Supply:

Seven steps to strategic human resource management

1. Develop a thorough understanding of your company’s objectives.
2. Evaluate your HR capability.
3. Analyze your current HR capacity in light of your goals.
4. Estimate your company’s future HR requirements.
5. Determine the tools required for employees to complete the job.

The best-known HR model is the Standard Causal Model of HRM. The model shows a causal chain that starts with the business strategy and ends, through the HR processes, with (improved) financial performance. The model thus shows how HR activities that are aligned with organizational strategy lead to business performance.

The HR life cycle, or HR cycle, is the continuous process of integrated HR activities. This means that the cycle starts with business strategy, which is translated into HR strategy, organizational design, and HR activities, including recruiting, training & development, all the way until the employee’s exit.

He argued that “employee champions deliver competent and committed employees, administrative experts deliver efficient HR practices, change agents deliver capacity for change in individual behaviour and organisational culture, and strategic partners deliver business results” (Ulrich & Brockbank, 2005).

The four HRM models are: (i) The Fombrun, (ii) The Harvard, (iii) The Guest, and (iv) The Warwick.

According to Dyer’s classification, four groups of SHRM models can be distinguished: organisational SHRM content models, functional SHRM content models, organisational SHRM process models and functional SHRM process models. Two important models are found here, namely those of Labelle and Wils.

At the most general level, best fit is a contingency approach while best practice is a universal approach. Best fit is based on the premise that picking the most effective HR policies and practices depends on matching them appropriately to the organization’s environment.

strategic

HRM can be defined as the effective management of people in an organisation. HR management helps bridge the gap between employees’ performance and the organisation’s strategic objectives. Moreover, an efficient HR management team can give firms an edge over their competition.

Human resource management, or HRM, is defined as the process of managing employees in a company and it can involve hiring, firing, training and motivating employees. An example of human resource management is the way in which a company hires new employees and trains those new workers.

Human Resource Management (HRM) can be defined as the set of programs, functions, and activities designed and performed in order to maximize both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, training, developing and managing its members.

Here are a few of the many characteristics an HR manager needs for success:

• Comfort with ambiguity.
• Excellent communication skills.
• Thorough knowledge in HR law and HR management principles.
• Ability to view issues objectively.
• Consistent display of impeccable ethics and integrity.

• Communication skills. The most frequently mentioned skill in HR job openings is communication skills.
• Administrative expert. Administrative tasks remain a major part of the HR role.
• HRM knowledge and expertise.
• Proactivity.
• Advising.
• Coaching.
• Recruitment and selection.
• HRIS knowledge.

Specifically, HRM objectives are four fold: Societal, Organization, Functional and personal.