Strategic Personnel Planning, Gerard Evers and Cornelis Verhoeven (1999)

“Strategic Personnel Planning” associated with Gerard Evers and Cornelis Verhoeven in 1999. It’s possible that this concept or publication may not be widely known or accessible in the available resources. It’s worth noting that new concepts and ideas are continuously being developed in the field of strategic management and human resources, and not all of them gain widespread recognition or visibility.

However, in the context of strategic management and human resources, strategic personnel planning refers to the process of aligning an organization’s workforce requirements with its strategic objectives. It involves forecasting future personnel needs, analyzing the current workforce capabilities, and developing strategies to ensure that the organization has the right people with the right skills in the right positions to achieve its goals.

Strategic personnel planning typically involves the following key steps:

  • Strategic Alignment: Understanding the organization’s strategic goals, objectives, and future direction to determine the workforce implications and requirements.
  • Workforce Analysis: Assessing the current workforce capabilities, skills, competencies, and demographics to identify strengths, gaps, and areas of improvement. This includes analyzing employee performance, potential, and succession planning.
  • Forecasting Future Needs: Using various methods and data, such as market trends, business projections, and industry insights, to forecast the organization’s future workforce needs in terms of quantity and quality.
  • Talent Acquisition and Development: Developing strategies for talent acquisition, recruitment, and retention to ensure that the organization attracts and retains high-quality employees who possess the required skills and competencies. This may include initiatives such as training and development programs, talent pipelines, and succession planning.
  • Performance Management: Implementing performance management systems to assess and evaluate employee performance, align individual goals with organizational objectives, and provide feedback and development opportunities.
  • Monitoring and Evaluation: Continuously monitoring and evaluating the effectiveness of strategic personnel planning initiatives, adjusting strategies as needed, and ensuring ongoing alignment with the organization’s strategic objectives.

Strategic personnel planning aims to ensure that the organization has the right people in the right roles at the right time, enabling it to effectively execute its strategy and achieve its desired outcomes. It involves a proactive and systematic approach to human resources management, with a focus on aligning the workforce with the organization’s strategic priorities and future needs.

Please note that the information provided here is a general understanding of strategic personnel planning and may not directly correspond to the specific concept associated with Gerard Evers and Cornelis Verhoeven in 1999.