For the HR planning process, how should goals be determined?

Question

BlackTom AI · Accepted Answer

In this question about the HR planning process, we need to evaluate how goals should be determined and relate them to the planning stages that precede goal setting.
Option 1: 'by evaluating projections made in the forecasting stage' — This aligns with typical HR planning methodology. Forecasting generates data about expected demand and supply of labor, and goals for HR planning are derived from those projections to ensure staffing aligns with anticipated needs. This option emphasizes using forecast outputs to anchor goal setting, which is conceptually sound.
Option 2: 'by evaluating current HR practices' — While current HR practices inform improvements and provide a baseline, goals for future HR planning are more appropriately grounded in forecasted needs and projected gaps rather than solely on what is currently practiced. This approach could miss anticipated shifts in demand or supply and may perpetuate status quo rather than align with future requirements.
Option 3: 'by analyzing labor supply and demand data' — Analyzing supply and demand data is a critical step within forecasting and scenario analysis, but on its own it describes the analysis activity rather than the source or method for setting explicit planning goals. It’s a component of the process that feeds goal setting rather than the mechanism by which goals are determined in the planning framework.
Option 4: 'by evaluating program implementation' — Evaluating program implementation generally occurs after programs are in place, serving as an evaluation of execution rather than a foundational method for establishing HR planning goals. It reflects results rather than the forward-looking goal-setting process that relies on forecasts and projections.
Overall, the reasoning for setting HR planning goals rests on the outputs of the forecasting stage, since forecasts translate into actionable targets and staffing plans. Other options describe important activities in HR work but do not directly specify the mechanism by which goals are determined in the planning sequence.

For the HR planning process, how should goals be determined?

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