Hrm Practice
A Guide to Strategic Human Resource Planning 2009
1. Introduction This document serves as a guide to organizations (public, parastatal and private) in the planning of human resources at organization level. Organizations/Companies in Seychelles, just like others operating in different countries, must now operate in a rapidly changing business environment. These changes have important implications for HRM practices. To ensure that management practices support business needs, organizations must continually monitor changing environmental conditions and devise HRM strategies for dealing with them. The procedure used to tie human resource issues to the organization’s business needs is called strategic human resource planning. In accordance with the National Human Resources Development Policy, each employing organization should have an employee dedicated to the coordination and implementation of human resource planning and development. That person should serve as the focal point for human resources planning and development matters in liaison with the NHRDC. 2. Purpose of Strategic HR Planning A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organization is moving. A comprehensive HR Strategy will also support other strategic objectives undertaken by the operational Departments/Divisions of the organization. In essence, an HR strategy should aim to capture ‘’the people element’’ of what an organization is hoping to achieve in the medium to long term, ensuring that:It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviours, and Employees are developed in the right way. If, as is sometimes the case, organization strategies and plans have been developed without any human resource input, the justification for the HR strategy
1. Introduction This document serves as a guide to organizations (public, parastatal and private) in the planning of human resources at organization level. Organizations/Companies in Seychelles, just like others operating in different countries, must now operate in a rapidly changing business environment. These changes have important implications for HRM practices. To ensure that management practices support business needs, organizations must continually monitor changing environmental conditions and devise HRM strategies for dealing with them. The procedure used to tie human resource issues to the organization’s business needs is called strategic human resource planning. In accordance with the National Human Resources Development Policy, each employing organization should have an employee dedicated to the coordination and implementation of human resource planning and development. That person should serve as the focal point for human resources planning and development matters in liaison with the NHRDC. 2. Purpose of Strategic HR Planning A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organization is moving. A comprehensive HR Strategy will also support other strategic objectives undertaken by the operational Departments/Divisions of the organization. In essence, an HR strategy should aim to capture ‘’the people element’’ of what an organization is hoping to achieve in the medium to long term, ensuring that:It has the right people in place It has the right mix of skills Employees display the right attitudes and behaviours, and Employees are developed in the right way. If, as is sometimes the case, organization strategies and plans have been developed without any human resource input, the justification for the HR strategy