Post #2: Assessing Current HR Capacity
Last week we introduced the topic of Strategic HR Planning so this week let’s look at the first phase: Assessing where you are today.
The first step in the strategic HR planning process is to assess the current HR capacity of the organization. The knowledge, skills and abilities of your current staff need to be identified. This can be done by developing a skills inventory for each employee.
The skills inventory should go beyond the skills needed for the particular position. List all skills each employee has demonstrated. For example, recreational or volunteer activities may involve special skills that could be relevant to the organization. Education levels and certificates or additional training should also be included.
An employee's performance assessment form can be reviewed to determine if the person is ready and willing to take on more responsibility and take a look at the employee's current development plans. Take a look at resumes and references are there any skills your team members have that may be dusty but potentially applicable?
Based on the organization's strategic plan, you’ll soon be reviewing if the current skills match what’s needed to achieve your goals. Be thorough and take your time here. Once you have a strong repository of skills listed for your entire organization, be sure to add new team members to the data as they arrive and review the list every year or so (after performance reviews is a logical time) to ensure that your current skills inventory remains current.
Check in net week when we move on to Step 2: Forecasting HR Requirements (no crystal ball needed because you’ll rely on sound analysis!)