Human resource planning is a process that identifies expectations and structure for manpower in a business. It could also be viewed as a strategic operational process that is used to address various issues such as long lags in filling positions within an organization, demographic shifts or changes in the economy. The actions and activities that are formulated in human resources planning impact the success of business operations.


Forecasting is a way to identify the personnel necessary to perform the job duties of business today while seeking what the needs of business will be in the future. Often times this includes reviewing the skill sets, abilities as well as the experience needed to successfully perform on the job. Forecasting towards the future predicts retirement trends that could occur, which increases the chances of having a supply of candidates that are able to fill these positions. Strategically, forecasting can eliminate the loss of money from possibly vacated positions or the inability to fill positions. (See Reference 1)

Accountability of Inventory

Understanding the vision of an organization is an avenue which is useful in outlining the requirements from a human resources perspective. Knowing the people that currently work in an organization is part of planning and looking at all aspects of the situation to make the most resourceful plan that can be executed in an efficient manner. Inventory looks at individuals and skill sets that are present in the organization. The revelations made during inventory can be used to compare current human resource requirements with future requirements that could be influenced by economic factors. (See Reference 2)

Job Analysis

As times change and job responsibilities change in an effort to respond to the challenges in an organization, it becomes strategic to review jobs in detail. With job analysis, a methodology is used to collect information about a job which includes job descriptions, specifications or an overview of what is expected of the person that holds the position. Job analysis is a tool that develops people within the organization, which affects the bottom line of business -- effective manpower. (See Reference 1)


Auditing looks at the past, present and future of business actions. Strategies that develop in a human resource plan review labor turnover, age, training costs, employee absences or any information that is related to human resources to predict what could possibly happen when certain elements are factored into the equation. This examination of data is a resource of information that patches together a plan of action of what works well in the organization and what may not. (See Reference 1)