Human resources planning permeates every facet of an organization. It centers on defining, hiring, training, appraising, compensating and nurturing the work force needed for the company to thrive. Internal factors---corporate culture, strategies and goals---play an important role in human resources planning. External factors---employment law, labor market conditions, technological advancements and economic environment---also influence the planning process.
Staffing
Anticipating the movement of people within the organization, either through resignations, retirements or promotions becomes as critical as planning for expansion and reduction in one or more departments or divisions. Short- and long-term needs forecasting begins with research, according to New York University scholars Susan Jackson and Randall Schuler.
Objectives
Information gathered through research, analysis and discussions with company leaders identifies HR objectives and goals. Considerations underlying these objectives include budget limitations, labor agreements, diversity and ethics policies, work-life issues and the political impact of legislation, such as health care.
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