HR Project

1. 1st Edition, 2011
An HR TOOL KIT PROJECT
Companies' Guide to a Sound HR System
Dr.ABDELRAHMAN NABIL
KELMA HR CONSULTANTS GROUP
1st Edition, 2011

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39. ii. Poor production because employees are requested to work unnecessary
overtime.
iii. Poor career development.
Steps in HR Planning
1. Define Organization Mission Objectives :
HR Planning requires that we gather data on the Organizational goals objectives.
One should understand where the Organization wants to go and how it wants to get
to that point. The needs of the employees are derived from the corporate objectives
of the Organization. They stem from shorter and medium term objectives and their
conversion into action budgets. (Ex): establishing a new business unit and staff it
with a Manager (6,000 USD, Secretary 1,550 USD, and two clerical staff 800 USD per
month. Therefore, the HR Plan should have a mechanism to express planned
Company strategies into planned results and budgets so that these can be converted
in terms of numbers and skills required.
Figure 15: STEP of Strategic HR PLANNING
2. Assess Current HR (HRIS Inventory System) Auditing
After knowing what human resources are required in the Organization, the next step
is to take stock of the current employees in the Organization. The HR inventory
should not only relate to data concerning numbers, ages, and locations, but also an
analysis of individuals and skills. Skills inventory provides valid information on
professional and technical skills and other qualifications provided in the firm. It
reveals what skills are immediately available when compared to the forecasted HR
requirements.HR inventory calls for collection of data; the HR audit requires
systematic examination and analysis of this data. The Audit looks at what had
occurred in the past and at present in terms of labor turn over, age and sex
groupings, training costs and absence. Based on this information, one can then be
able to predict what will happen to HR in the future in the Organization.
HR Today Page 20

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