Introduction: Implementing of strategic human resource planning considering futures studies approach requires various prerequisites and requirements. Hence, the present study aims to identify individual and behavioral, organizational and structural, and infrastructural and environmental prerequisites and requirements in order to implement the process in Isfahan Red Crescent society.
Method: In this study, the prerequisites and requirements for the future strategic of human resource planning process were identified by reviewing various studies and researches. Finally, a category was presented with attention to the most affected part. Subsequently, a main and three sub-questions were presented in order to evaluate prerequisites and requirements. To achieve this goal, some tools and technique were used to collect and analyze data including questionnaire, the least squares method, confirmatory factor analysis technique, average variance extracted (AVE), share index, divergent validity, and Fornell-Lacker, Kolmogorov-Smirnov test and one-sample t-test.
Findings: According to the findings, the prerequisites and requirements in Red Crescent society of Isfahan province with a futuristic approach in different aspects such as individual behavioral, organizational, structural, infrastructure and environment for strategic human resources planning were evaluated relatively favorable and higher than average.
Conclusion: The results show that people in Red Crescent society of Isfahan do not have enough knowledge and expertise about the strategic planning process of human resources with futures studies approach and how to implement it. Therefore, the Society should organize small workshops in order to  increase individuals’ knowledge and expertise in relation to the strategic orientation of the society and human resources, the future studies and how to institutionalize it, also to increase the incentive and commitment to implement this process. Human resource management structures and subsystems do not have the necessary dynamics and flexibility to deal with changing environmental conditions and uncertainties. Additionally, there is not enough coordination between different organizational units and systems to support the implementation and implementation of the strategic planning process of human resources with a futuristic approach. In order to achieve this, it is better the Society to establish a dynamic scanning and monitoring unit for providing accurate and valuable information for the human resource department.