Effective Human Resources Planning


If you are a decision maker in any sector of the printing or graphic communication industry, you are probably already aware that human resources planning is an essential activity in every successful business.


HR planning is a process that helps you prepare for and think through the best allocation of resources to effectively manage people in your organization and meet your business objectives. It also helps you anticipate changes - such as the introduction of a new technology or the sudden resignation of a key employee - and address them with no disruption to the normal flow of operations.


What is in an HR Plan?


While there is no definitive list of what an HR plan should include, be sure to address these areas:

  • staffing
  • training
  • succession planning
  • performance management
  • diversity and inclusion
  • workplace well-being
  • compensation, benefits and rewards

The HR Planning Process: Ask Yourself…

  1. What are my business goals and needs, and their HR implications?
  2. Your HR plan must directly support the goals and needs of your organization. If your business is striving to have enough staff for its peak season, or expanding into new markets by offering new services, you need the appropriate human resources to meet the demands. Early consideration of staffing, training, and performance management should get high priority.

  3. What are the pros and cons in my human-resource environment?
  4. Two kinds of pros and cons affect human resource activities: external factors, such as new legislative requirements, the business context or labour market trends; and internal factors, such as new technologies being introduced, upcoming retirements or resignations, employee satisfaction and commitment. Scan your organization's environment and decide whether these pros and cons will affect your goals and needs.

  5. HRplanningbutton.jpgWhat gaps exist in numbers of employees and skill levels?
  6. With your organization's goals and needs in mind, determine if there are gaps between your current and expected HR capacity. Do you have enough people? Do they possess the right skills? Identifying where your organization is lacking will help ensure your business can meet its goals.

  7. Which gaps are critical?
  8. Once you've identified the HR gaps, assess the risk associated with each and determine how severe the consequences might be if a particular gap is not addressed. When you know each gap's risk, you can prioritize and choose those critical to your business success. This stage of your HR plan also includes determining how to close these gaps - by identifying key steps involved, projecting timing and assigning responsibilities.

  9. How can I measure the results?
  10. The final step in the HR planning process is to measure the results of the planned initiatives. Do you have enough staff for peak season? Has your new market expansion been successful? This helps you determine if your organization is meeting its business goals and needs.