HR strategy is a tool that is used to help the organization for anticipating and managing the supply and the demand of the human resource. This HR strategy provides overall direction on how the HR activities will be developed and managed.
Development of HR plan is a long-term plan. For example, in the human resource planning of an organization should consider about the allocation of people on their duty for the long term, not just for six months or just for the next year. This allocation requires knowledge that is able to predict the possibility of what will happen in the future, such as expansion, reduction of operation, and technological changes that could affect on the organization.
HR planning procedures. Clearly specify about quality and quantity of the human resource that are needed. Collecting data and information about HR. Classifying the data and information and then analyze them. Establish several alternatives. Choosing the best of the existing alternatives to make it into a plan. Informing the plan to the employees to be realized.
HR methods, known for non-scientific method and scientific method. Non-scientific method means that HR planning is only based on experience, imagination, and estimation of the planning only. This kind of HR plan has a quite big risk, such as quality and quantity of the employees are not in accordance with the company requirements.
As a result, mismanagement and wasting are arising which may cause loss to the company. The scientific method means that HR planning is based on the analysis of data, information, and forecasting from its planners. This kind of HR plan has relatively small risk because everything has been considered first.