Organizational sustainability

Human resource planning comprises planning activities around employees on all levels of an organization. The planning processes have middle-term and long term character.

It involves

  • Identifying which types of knowledge and skills will be needed to meet the demand documented in organizational plans
  • Working out how knowledge and skill requirements should be met (e.g. through recruitment, training, outsourcing)
  • Analyzing whether there are trends in the macro- and micro-environment that may have impact on human resources (e.g. new HR related regulations)
  • Contributing to the adaptability of the organization (e.g. through shortening the length of work contracts or flexible working hours)
  • Preparing the organization for the time when a key member of staff leaves (e.g. through training and development programs)

 

Guide to further reading (available online)

HR Council for the Nonprofit Sector, Strategic HR Planning, at: http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm

  • The government funded HR Council provides a detailed description of strategic human resources planning

HR Council for the Nonprofit Sector, HR Planning Succession planning, at: http://hrcouncil.ca/hr-toolkit/planning-succession.cfm

  • The government funded HR Council provides a detailed description of succession planning and explains why it is important

National Minority Aids Council, Human Resources, at: http://www.nmac.org/index/oes-english

  • The guide provides in unit 1 a detailed description of how to approach strategic human resources planning