Human resources management is too big a subject to tackle in only a few words and it goes way beyond hiring, firing and training. I am not trying to define human resources management here neither will I emphasize its importance, however I will try to shed light on a common misinterpretation of two types of HR planning: human resources strategic planning (HRSP) and human resources functional planning (HRFP). The best way to do that is to provide you with a definition for each
HRSP is a process that identifies current and future organizational needs controlled by the HR function in order for the organization to achieve its goals. HRSP serves as a link between human resources management and the overall strategic plan of an organization.
HRFP is an internal plan for the human resources function. Its objective is to develop the capabilities of that function and its ability to help the organization.
Therefore, HRSP’s focus is mainly external to the human resources function. As an example, if a company decides to enter a new market it is through HRSP that organizational needs such as recruitment, training and succession planning will be defined, analyzed and implemented. But, in order for the HR department to deliver a credible HRSP it needs to have the appropriate functional capabilities; and that, is the role of HRFP.
In a nutshell, HRSP focuses on the roads leading to a destination while HRFP checks the existing capability of your vehicle to maximize its ability to provide a pleasant and successful trip.
Clarification was required. Off I go for now.
