Human Resource Planning

As with strategic planning, there is no one way to undertake human resource planning. However, here's a model which relies on gap analysis, and attempts to link human resource planning to overall business planning or strategic planning.
Workforce Analysis: A key component of HR planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skill sets.
--Internal Scan: Identify factors internal to the organization that may affect HR capacity to meet organizational goals.
--External Scan: Determine the most important environmental factors expected to affect workforce capacity, given known operational and HR priorities and emerging issues.
--Gap Analysis: Based on an analysis of the environmental scan and operational business goals, what are the organization’s current and future HR needs?
Priority Setting and Work Plan: Based on the organization’s priorities, environmental scan, and HR performance related data:
1) what are the major human resources priorities; and
2) what strategies will achieve the desired outcome?
Monitoring, Evaluating, Reporting: Monitoring, evaluating, and reporting (internally and pubicly) performance results advances our capacity to measure performance, set targets, and, most importantly, to integrate results information into decision making processes and determine future priorities.