Human resources planning requires input and coordination from specialists in all disciplines of human resources: employee relations, safety, training, recruitment and compensation. Strategic planning also needs the support and endorsement of executive leadership as human resources planning affects the entire organization. Planning for human resources is not without its own challenges, however.
Also Read: SHRM Certifications
Lack Of Support From Executive Leadership
Human resources was once referred to as personnel administration, a department responsible for processing payroll, handing out applications and enrolling employees in the company’s medical benefit plan. During the past 25 years, human resources has become a strategic partner in business decisions. This is partly a result of research indicating the term “human resources” means the company’s value, which consists of the talent, expertise, knowledge and experience of its employees. Results-oriented human resources planning requires the support of executive leadership. This includes inviting human resources leadership to contribute to strategic, long-range planning.
Inexperienced Human Resources Specialists
Experienced human resources specialists assist with every stage of human resources planning. While department specialists may be knowledgeable in their field of expertise, organizations need the practical experience of specialists involved in strategic human planning. Human resources specialists should possess a level of expertise that inspires confidence in their ability to make independent judgments and decisions. For example, your safety and risk management specialist’s experience level should be advanced enough for her to develop an employee safety program based on her knowledge of workplace safety regulations and her expertise in implementing and monitoring a company-wide safety program.
The human resources department itself is not a revenue-generating source; however, a carefully selected group of employees with talent, work skills and expertise can impact the company’s bottom line. A human resources budget includes salaries, benefits, consultants’ fees, estimated temporary worker wages, training and development costs, information systems equipment and technology design fees, estimated legal fees and supplies. Unanticipated costs may also occur, such as legislative changes to laws that affect employment. The human resources budget is often overlooked because the department is believed to play a peripheral role in company goals, but human resources planning justifies budgeting adequate funds for the department.