How to Create a Human Resources Plan


Human resource (HR) planning is a critical factor in determining the success of a business. An HR plan can help you understand where your staff currently is and if you have enough staff to meet future needs. You can identify training that staff may need in the future to increase productivity or adapt to new technologies.

The HR plan should align with the overall strategy of the organization. You need to know what projects the company has planned for the future in order to understand the human resources the organization will need to accomplish them profitably, productively and efficiently.

1. Review the current skills of your organization’s staff

To determine the performance of your plan, you need to establish the baseline productivity of the current situation. You will need to review current contractors and employees and determine training, experience, skills, cost and productivity.

Assessments can expose critical areas for improvement in the workplace and why, helping managers focus on areas where there is a need. The process can help you uncover unexpected opportunities and strengths, including identifying employees who may benefit from advanced training or promotion.

Regular reviews can be a valuable tool for understanding an organization’s weaknesses and strengths and allowing you to track the success of implemented changes. It also allows you to react faster to errors and capitalize on success if solutions work better than expected. When reviewing your current staff, pay attention to performance levels, number of employees, benefits, positions, skills and qualifications.

2. Predict future changes in current staff

Using your organization’s strategic plan as a reference, you make predictions about future human resource needs. Assessing the organization’s current position against an estimate of future needs is key to creating an appropriate HR plan.

You need to identify your labor supply, categorize it by type, and compare it to the future demand expected by the organization. The goal is to leverage the labor supply to ensure you can meet the organization’s demand without exceeding it.

It can be difficult to predict unexpected events like a pandemic, natural disasters, or technological advancements that may affect the market. Some organizations reduce risk by forecasting demand monthly in addition to forecasting demand several years in advance.

The more distant the predictions, the more risks you take in applying them. The benefit is that if your long-term forecast is correct, the organization benefits from pre-competition action.

3. Perform a gap analysis to determine staffing needs

After completing steps 1 and 2, you can identify if there are any significant gaps. A gap analysis can establish specific needs that can fill the gap between the organization’s current labor supply and projected future demand. If one of the issues is atmosphere, you might be interested in learning how to create a productive work environment for employees.

Some questions you should ask yourself during your gap analysis include:

  • Are all employees working to their strengths in their current roles?
  • Should employees learn additional skills?
  • Does the organization need more managers?

4. Combine the HR plan into a broader organizational strategy

Once you have completed the first three steps, you can begin to implement organizational changes. Communicating the plan to department heads in the organization is essential, which can include potential training programs and lobbying for additional funding from senior management. You will need to review and adjust the plan to reflect changes in the organization’s goals.

Ways to Develop and Execute Your Human Resources Plan

HR professionals use technology tools to help them create, plan, and track the progress of their HR strategy. Here are some of the tools they use:


Surveying your staff is a great way to learn more about a specific HR topic and make any necessary changes. You can use SurveyMonkey Where Google Forms to create your employee survey, and you might be interested in learning how to create a remote employee survey using Paperform.

You can use quizzes to learn:

  • What management thinks of staff skill levels and productivity
  • Types of training programs of interest to staff
  • Whether employees are satisfied with the benefits and compensation programs offered by the organization
  • What employees think of the company culture and whether they feel connected to the work environment
  • The number of employees who feel the organization values ​​them
  • If employees feel there are opportunities for advancement within the organization
  • Weaknesses that can lead to reduced productivity or high turnover

HR dashboards

Organizations can have a custom HR dashboard developed or purchase one. software like BambooHR and Paycor Perform supports the planning process as they collect and display valuable information. It may be helpful to read up on the best employee attendance tracking tools for your workplace.

Some things you can track with HR dashboards include:

  • Turnover rate
  • Staff satisfaction
  • Staff productivity capacity
  • Employee skill levels
  • Internal promotions
  • Commitment of job candidates

Performance management systems

software like WorkForceHub and WorkZoom can help you evaluate employees and their performance. You can give and track performance ratings over time and monitor employee improvements.

Performance management systems are useful in the HR planning process because they allow you to see what kind of success the organization can achieve by providing training or making changes to staff roles. You might want to learn more about the best employee recognition apps and integrations.

Human Resources Information Systems (HRIS) and Leapsome are examples of HRIS software that combines various HR operations, summarizing hiring, enrollment, recruiting, employee turnover, productivity, and satisfaction, among other metrics. The HRIS allows you to automate certain functions, such as recording employee hours and sorting job applications. You can use the system to modify your HR plan or measure the progress of changes already made.

Compensation and Benefits Analysis Software

You can use software such as Zenefits Where Dayforce HCM to compare salaries and benefits to popular benefit options and economic trends. Using the software can be helpful in the planning process to confirm whether employees are receiving salaries and benefits that match general industry trends. You can also use the tool to improve staff satisfaction, reduce turnover, and improve production capacity.

There are many tools available that can help you plan and manage your HR responsibilities. Whether you work for a large corporation or a small business, you can find solutions to fit your budget. Successfully managing one of your most valuable resources, your people, is a factor that can make or break an organization’s success.

Whether the organization’s staff is working remotely or in the office, there are tools employees can use to give you a clear picture of how they feel about the organization and their future within it. Do you know the Google Workspace apps that can help you manage your human resources?


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