Strategic Human Resource Planning (SHRP) refers to a purposeful and intended process to help identify the organization’s available human resources and projected future workforce which has a direct impact on archiving organizational goals. Strategic Human Resource Planning is carried in the following four phases that are; assessing the capacity of present human resources, predicting future human resource requirements, analyzing the gap that has to be covered by organizing to realize goals and establishing human resource policies that will support the policies of an organization.
The first of phase of (SHRP), assessing the capacity of present human resources, is carried to fully understand the physical number of employees, positions, qualifications, team spirit to maintain working, their abilities to acquire more skills that can enable them to take more responsibilities when the need arises. All this information is kept in a catalogue to describe every employee.
Secondly, (SHRP) has another that has the responsibility of forecasting the human resource requirement. This second phase is entirely guided by the strategic goals of an organization for example future expansion to create more jobs and positions, technological advancement and changing economic business environment. Skills requirements for future changes must be predicted and new jobs are well defined. Moreover, the effects of the economy on employees' work morale should also be determined to suit the welfare of employees.
The third phase of (SHRP) is the gap analysis that describes the path of an organization from the current state towards the goals. It describes what the companies have regarding human resources and what needs to be done to archive the set goals. Employees are evaluated to be aligned with their strengths and possible skills that are required to be added to the staff.
The final phase of (SHRP) revolves around establishing human resource policies that will support the policies of an organization. These policies describe methods of recruiting new employees, reorganizing the structure of human resources, staff development, and training, benchmarking with other organizations to learn their productive human resource policies and hiring or reaching out to professionals to handle some tasks.
Human resources form a major component of any organization for it is usually the major driving force of other factors of production. Appropriate and relevant (SHRP) has an impact on transforming the performance of organizational human resources to lead the company towards its goal.