The process of HR Planning might be carried out by HR department, but its understanding is important for employees of all functions. HR Planning by default is strategic HR planning (though some authors distinguish between the two) because when it comes to planning for people as a resource, it is unfair to talk only in short term.
Training being an integral part of HR process, it is essential for trainers and training managers to understand how the training function fits into the larger picture. In many companies, training department works in isolation, which interferes with the smooth functioning of effective hr planning process.
Education Planing
HR planning has four components:
1. Acquisition – Manpower planning to recruit right personnel for the right position at the right time. All activities preparing job descriptions, salary negotiations, making an offer etc. fall under this.
2. Training and Development – Training is an ongoing process in the employee life cycle. Right from conducting Induction training to mentoring, coaching and grooming for higher roles is the responsibility of training. As a trainer you must note that in absence of correct recruitment practices, training will be a very tedious task. Hence a trainer must understand the job description prepared for recruitment and compare that with the skills required for the next level for the employee. Now the gap between these two levels is what needs to be addressed through various forms of training.
3. Motivation – Maintaining the morale of employees is a very delicate job and HR has to accomplish it in order to keep attrition levels in check and satisfaction level high. Equal focus on both hygiene and motivational factors needs to be given in order to maintain it. Some companies think conducting pep talks and trainings with motivational content can do the trick. But as a training professional, it’s your job to understand and convey, that this is just the tip of the iceberg. The actual factors directly affecting motivation cannot be addressed by such training programs.
4. Maintenance – This is an ongoing process again which ensures company health during difficult times. This may mean retraining, redeployment, job rotation, transfers or even downsizing sometimes. Robust maintenance system works like a buffer to safeguard company interests.
The interdependence of these four pillars of HR planning is essential for any training professional to understand. Like HR planning, training is also a strategic process which cannot be planned only in short term. 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!”
HR Planning
Read more about HR Planning for trainers on http://thesmarttrainer.com/hr-planning/. Neha is a freelance corporate trainer. She also authors articles to help aspiring trainers and non-trainers, who are expected to train in their organizations. You can read more and find training resources on her website http://thesmarttrainer.com/
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