STRATEGIC HUMAN RESOURCE PLANNING: HR strategy involves taking organizational strategic goals and objectives and translating them into a consistent, integrated, complementary set of programs and policies for managing employees. HR management strategy begins with human resource planning, which involves making assumptions about the future, and it must be flexible. Staffing, training, performance, management, compensation, labor relations, and employee separation are derived from human resource planning. To facilitate flexibility, key decision makers must clarify and write down all assumptions about the external and internal environments, which assist with subsequent intervention and corrective action. SEE THE TWO WORKFORCE PLANNING ARTICLES UNDER SUPPLEMENTARY ARTICLES for background information on the workforce planning part of HR planning.For your company, identify for one section/department/location these steps of HR Planning:Step 1. Supply Analysis: Describe how you would do this.Step 2. Demand Analysis: Describe how you would do this.Step 3. Gap AnalysisStep 4. Strategic Development PlanRecruitingSuccession planning and knowledge managementEmployee development and retrainingWork/organization change-This is a group project, only complete the bold parts: Supply analysis and Succession planning & knowledge management-APA Format-Include AT LEAST 2 references
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