Difference Between Human Resource Planning And Strategic Planning

Human resource forecasting can be defined as the human resources activity that estimate in progress the number and types of people that needed to meet the organizational objectives and achieve the goal. It involves identifying the internal and external supply of people with the job openings which is look for in the organization over a specified period of time during the forecasting process to determine the needs and accessibility of management. The objective to forecast human resource supply of employees because want to identify the future needs by determine the number of employees that required for each job that suitable in the organization and to know their knowledge, skills and abilities for the position job given. There are five tools …show more content…
These two departments work hand in hand towards the goal of an organization. They are inseparable since these two bodies are interrelated in which, in order for organization to create a strategic planning, they need all the information from Human Resource Planning. Human Resource Management (HRP) is the management of people or staffs into, within, and out of the organization. Overall, it purposes to help managers deploy their human resource as effective as possible. On other hand, strategic planning involves a set of procedure for making decisions about the organization long term goals and strategies. Basically, when an organization plan a strategic planning, at the same time they are making human resource planning together since all information needed to plan strategic planning come from the human resource planning too. The relationship can be explain as human resource planning plus strategic planning is equal to Strategic Human Resource Management …show more content…
At first stage, strategic analysis is important before any further action could be taken. For example, they should analyze what human resources are needed and what are available? Like what “SuruhanJaya Perkhidmatan Awam Malaysia”, they had analyst government agencies which are public servants are already equipped and occupied the vacancies needed. Therefore, SPA has to close the vacancy to the public. Another example could be when the Human Resource (HR) manager, analyst how many workers come in or quit from the organization. From that analysis, they can make a decision for the organization. In addition, strategic analysis include analyze the whole environment of the organization. Anything needed shall be fulfill at a full capacity. At this stage also, they integrate each other towards formulating the strategies needed. From the strategies created, they will further come to the formulation and