Steps in the Human Resource Planning Process

Designing the Management System

 A crosscutting issue in human resource planning is to ensure that a proper
system is in place to handle the process. The overall aim of this system is to manage
human resources in line with organizational goals. The system is in charge of human
resource plans, policies, procedures and best practices. For example, the system
should track emerging human resource management trends, such as outsourcing
certain non-core functions, adopting flexible work practices and the increased use of
information technology, and, if appropriate, implement them.
Environmental Analysis
 The first step in the human resource planning process is to understand the
context of human resource management. Human resource mangers should
understand both internal and external environments. Data on external environments
includes the following: the general status of the economy , industry, technology and
competition; labor market regulations and trends; unemployment rate; skills
available; and the age and sex distribution of the labor force. Internal data required
include short- and long-term organizational plans and strategies and the current
status of the organization's human resources.
Forecasting Human Resource Demand
 The aim of forecasting is to determine the number and type of employees needed
in the future. Forecasting should consider the past and the present requirements as
well as future organizational directions. Bottom-up forecasting is one of the methods
used to estimate future human resource needs by gathering human resource needs
of various organizational units.
Analyzing Supply
 Organizations can hire personnel from internal and external sources. The skill
inventories method is one of the techniques used to keep track of internal supply.
Skill inventories are manual or computerized systems that keep records of employee
experience, education and special skills. A forecast of the supply of employees
projected to join the organization from outside sources, given current recruitment
activities, is also necessary.
Reconciliation and Planning
 The final step in human resource planning is developing action plans based on
the gathered data, analysis and available alternatives. The key issue is that the plans
should be acceptable to both top management and employees. Plans should be
prioritized and their key players and barriers to success identified. Some of these
plans include employee utilization plan, appraisal plan, training and management
development plan and human resource supply plan.
The term human resource implies human capital that operates an organization. The word planning
suggests, a course of action. And lastly, process is the method of operation. Thus, the human
resource planning process is defined as, 'a course of action that the human capital takes up for a
methodical achievement of predetermined goals'. The definition of human resource does not end
here. The term includes, its management, which primarily involves issues related to the workforce.
Human resource management (HRM) is the strategic and coherent approach to the management of an
organization's most valued assets - the people working there who individually and collectively
contribute to the achievement of the objectives of the business.

A company may have all the financial resources it may need. But what if the manpower employed to
manage the finances isn't well trained? Well, nothing more than your finances going down the drain.
The recent 'Satyam' fraud was due to poor control of the management board. Improper human capital
may gain the output, but not the desired one in terms of quality. As the earlier mentioned definition
suggests, the human resource management means managing your valued assets.

The term human resource management has replaced personnel management. However, the meaning is
still the same. It involves, employing, developing, utilizing, managing and understanding the staff in an
organization.

Importance of Human Resource Management

Since the industrial revolution, the world has progressed tremendously. Be it the steel industry, IT,
fashion houses or housing sectors, development in all of these is evident. However, over the ages
man has indiscriminately used and abused the natural resources available to him. It has resulted in a
global energy crises and depletion of resources in general.

In this backdrop, what remains is an abundance of human resource, or let's say human capital. To
achieve any more goals, tapping the right kind of human resource is the key. You may have a
business house worth millions of dollars. But what if there isn't the manpower that suits the nature of
the business? Hence, developing the manpower is of utmost importance.

The Process of Human Resource Management Planning

The human resource planning process, demands the HR manager to first understand the business
requirement. Only if he comprehends the nature and scope of the business, will he be able to employ
those who will deliver the required performance. When it comes to engaging the manpower, the
manager should have a keen eye for spotting the talent. It ensures that the workforce is competent
enough the meet the targets.

Additionally, the existing 'talent pool' in the workplace should be taken into consideration, so that
people with complimentary skills can be employed. The functions of the HR manager are varied, he has
to assess the currently employed workforce and their shortcomings. Identifying these shortcomings
goes a long way in choosing an efficient workforce.

While recruiting the new employees, the HR manager must calculate the expected workload. This way
the HR department can design an accurate job profile and job expectations. Once you have the
decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their
qualifications, it is only the relevant experience that matters more. A good HR manager is one who
has the zeal and passion to motivate his prospective employees to perform to their potential.

Human resource planning process, thus, can be considered as one of the strategic steps for building
the strong foundation of an efficient workforce in an organization!
In Human Resource (HR) and management circles nowadays there is much talk about
Strategic Human Resource Management and many expensive books can be seen on the
shelves of bookshops. But what exactly is SHRM (Strategic Human Resource Development),
what are its key features and how does it differ from traditional human resource
management?

SHRM or Strategic human resource management is a branch of Human resource management

or HRM. It is a fairly new field, which has emerged out of the parent discipline of human
resource management. Much of the early or so called traditional HRM literature treated the
notion of strategy superficially, rather as a purely operational matter, the results of which
cascade down throughout the organisation. There was a kind of unsaid division of territory
between people-centred values of HR and harder business values where corporate strategies
really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere
where corporate strategies were formulated.

Definition of SHRM

Strategic human resource management can be defined as the linking of human resources with
strategic goals and objectives in order to improve business performance and develop
organizational culture that foster innovation, flexibility and competitive advantage. In an
organisation SHRM means accepting and involving the HR function as a strategic partner in
the formulation and implementation of the company's strategies through HR activities such as
recruiting, selecting, training and rewarding personnel.

How SHRM differs from HRM

In the last two decades there has been an increasing awareness that HR functions were like an
island unto itself with softer people-centred values far away from the hard world of real
business. In order to justify its own existence HR functions had to be seen as more intimately
connected with the strategy and day to day running of the business side of the enterprise.
Many writers in the late 1980s, started clamoring for a more strategic approach to the
management of people than the standard practices of traditional management of people or
industrial relations models. Strategic human resource management focuses on human
resource programs with long-term objectives. Instead of focusing on internal human resource
issues, the focus is on addressing and solving problems that effect people management
programs in the long run and often globally. Therefore the primary goal of strategic human
resources is to increase employee productivity by focusing on business obstacles that occur
outside of human resources. The primary actions of a strategic human resource manager are
to identify key HR areas where strategies can be implemented in the long run to improve the
overall employee motivation and productivity. Communication between HR and top
management of the company is vital as without active participation no cooperation is
possible.

Key Features of Strategic Human Resource Management

The key features of SHRM are

 There is an explicit linkage between HR policy and practices and overall

organizational strategic aims and the organizational environment
  There is some organizing schema linking individual HR interventions so that they are
mutually supportive
 Much of the responsibility for the management of human resources is devolved down
the line

Trends in Strategic Human Resource Management

Human Resource Management professionals are increasingly faced with the issues of
employee participation, human resource flow, performance management, reward systems and
high commitment work systems in the context of globalization. Older solutions and recipes
that worked in a local context do not work in an international context. Cross-cultural issues
play a major role here. These are some of the major issues that HR professionals and top
management involved in SHRM are grappling with in the first decade of the 21st century:

 Internationalization of market integration.

 Increased competition, which may not be local or even national through free market
ideology
 Rapid technological change.
 New concepts of line and general management.
 Constantly changing ownership and resultant corporate climates.
 Cross-cultural issues
 The economic gravity shifting from 'developed' to 'developing' countries

SHRM also reflects some of the main contemporary challenges faced by Human Resource
Management: Aligning HR with core business strategy, demographic trends on employment
and the labour market, integrating soft skills in HRD and finally Knowledge Management.
Each Hotel has its own SWOT based on their location, season etc. As for the SWOT Analysis of PC
Karachi is concerned SWOT Analysis is basically done to find out that do they have sufficient
"resources to cover their weakness and still achieve their objective

Strengths

.One of the major strength of PC is that PC is in the hotel market for the past 36 years •

.Have most experience employees available at suitable job, which have proven their loyalty with PC •

PC as compare with its other competitions share the advantage of having 300+ luxuries rooms with •
.big bathrooms which no hotel in Pakistan is able to accomplish

.PC carries out loyalty program such as keep track of its customers •

.Keep history record of customers who avail the room facilities •

Records like if a customer prefer something different in his/her room as compared to there •
customers, that is kept in record and when the same customer returns after sometime, his
requirement made in history is available which then turns into customers satisfaction as he does not
.need to specify his requirements all over again

.Major strength in identifying the name of PC as a continental hotel has been played by PC Bhurban •

PC bares the great advantages on the performances on maintaining good health clubs, swimming •
.pools, squash courts, tennis courts and all other sports activities

.It also maintains excellence in good quality food restaurants •

.The major strength of PC is its voice mail card locking system for perfect security •

The strength of PC can be the weakness of other hotels as well as the weakness of PC it self in some
.sectors. *PC has a long lobby, which helps it not to look crowded - Sheraton small lobby

Weaknesses

.As fashion changes need, demand and idea also changes

As PC being an old hotel in history bares a difficult weakness, as old customers do not prefer to visit •
.the same hotel over and over

.They prefer to experience something new •

The well known saying "OLD IS GOLD" turns out to be the strength of this hotel as it diverts the •
.attention of its customers back to the luxuries provided as some people are use to the atmosphere
.The other weakness of PC lies in its telephone system, which is again an old system •

As Sheraton enjoys the great advantage of having latest technology that is it Tele- communication •
.system

.Opportunities The opportunities that PC faces are not much due to its well-established position

Events organized in the city gives PC Karachi a great advantage as number of customers/people •
.increase and PC get an opportunity to show its loyalty and services to its customers

One of the opportunities grasped by events being held in the city is that as tourist increase and in •
.the same way people book rooms and avail services rendered by PC

Seminars are again a great opportunity for PC as world wide seminars are being held in the city or in •
PC Banquet halls which again help PC to show its quality services and in this way people across the
.world come to the city and book rooms for themselves

.Parities wedding and other extra circular activities are opportunity to help PC recognize its name •

.PC looks up to these opportunities whole-heartedly •

Threats If in the market there are more than two or more brands of the same type or there exist an
alternative for that product then organization/companies face threats among themselves or among
.customers but one can always plan before hand

Threats of new entrants like Islamabad Serena is a threat for PC but PC have planned different •
.alternatives for its threats

.One of the biggest threats PC has to face is Sheraton being its next door neighbor •

As if things don't work with customer at PC like if they bargain for a room and PC is unable to fulfill •
.their satisfaction then they can always walk across the road and just knock

Law and order situation can also be a threat such as strikes. If law and order not maintain •
throughout the country people around the world would avoid to come to Pakistan and if people
.wont come then there will be no tourist so who will rent the rooms

CRITICAL SUCCESS FACTOR Critical success factors are the factors that contribute to make strong
position of the business, that make it successful and matters the most in its continued success. In
other words these are the few key areas where the things must go right for the business to flourish
.and achieve its objectives

It is important to set objectives before embarking upon critical success factor analysis. The main
objective of Pearl Continental Hotels is to obtain maximum profit and maximum occupation by the
customers in the Hotel. Customer satisfaction is the main source of achieving the objectives and to
allure the customer to become the member with the Pearl Continental Hotel and give them
repeating visits. In order to obtain the Pearl Continental hotels that are described subsequently
.perform customer satisfaction number of activities

The three most important considerations for a business and leisure traveler or a regular customer to
a hotel are the location of the hotel, safety and security and rates/price. Pearl Continental hotels
satisfy these three conditions to the utmost and hence these three factors become one of the most
.critical success factors of this industry

Conclusion After a thorough study of Human Resource Department at Pearl Continental, Lahore we
can conclude that PC is a huge name in the hotel industry and its Human Resource Department is
working dynamically to pursue its organizational goals. Although it’s HR Department have some
flows which can be recovered. This project has given us the realistic view of how Human Resource
practices are followed in any organization