Training has been an integral part of HR Planning. But very often, the Training department works in isolation. As a trainer, it’s imperative for us to get the big picture, and understand how training fits in the general scheme of complex workforce management processes. Basic understanding of effective HR Planning will ensure that your decisions as a trainer or training manager are appropriate and strategic.
HR Planning comprises of 4 basic steps:
Acquisition – Getting the right number and kind of people, at the right place and at the right time is called acquisition. If organizations overestimate the number of personnel required, they will be under worked. On the contrary, if an underestimation is done, people will be stretched and work efficiency will suffer. Workforce management in a way that ensures correct forecast and recruitment of people who fit the role is the first step of HR Planning.
Training and Development- Inducting and training the new comers to feel comfortable and capable at the workplace. Development of new generation of managers for succession planning is also part of training and development. HR Outsourcing very often begins with outsourcing of training function. The need of the individual and organization determines the type of training to be employed. for e.g. Classroom training, vestibule training, mentoring, job rotation etc.
Motivation – The company strives to understand the reasons for employee dissatisfaction and attrition regularly. Based on this, steps are taken to rectify the situation. Sometimes these are simple and inexpensive solutions which keep the employees satisfied and excited about their work. For e.g. A friend of mine who loved his work was in a job which involved extensive travel. Now the Travel Agency engaged by his company very often goofed up his bookings and my friend ended up getting frustrated and couldn’t keep his schedule. Despite frequent complaints, no steps were taken by the company. So my friend moved to another company where his time was valued. In this case, the company could have retained a valuable employee and probably many others who left without complaining, with no extra cost to the company by changing the service provider.
Maintenance – Maintaining the balance between manpower demand and supply of skilled personnel. This may mean retraining, redeployment, job rotation, transfers or even downsizing sometimes. Robust maintenance system works like a buffer to save the company in difficult times.
Some authors distinguish between HR planning and strategic HR planning on the basis of one being short term and the other long term. However, planning in HR should always be done strategically, as long term thinking is required to effectively manage human resources, if your company dreams to survive for years to come.
As an important middle step of HR workforce planning, Training function of a company will only justify it’s existence if employees are trained and groomed keeping the strategic goals of the company in mind. If you keep thinking about the employee attrition in the future, you’ll keep compromising with current needs of the company. Like my first boss used to say, “Don’t think what will happen if you train and they leave. Think what will happen if you don’t train and they stay!”
