การวางแผนกำลังพล ให้สอดคล้องกับ ยุทธศาสตร์ทางธุรกิจขององค์กร Kiattisak Sampaongern HR Manager/CPAC [email_address]
Today Discussion <ul><li>HR Management and Business Strategy </li></ul><ul><ul><li>Change & Competitive Challenge </li></u...
21st Century is the era of “Change” “ All thing in this world are impermanent. They have the nature to rise and pass away....
Top Ten Most popular Career 2006 <ul><li>Network system analysis </li></ul><ul><li>Physician’s analysis </li></ul><ul><li>...
Top Ten Decline Career in 2014  <ul><li>Stock Clerk </li></ul><ul><li>File Clerk </li></ul><ul><li>Post Officer </li></ul>...
<ul><li>Increasing globalization </li></ul><ul><li>( การเติบโตของโลกกาภิวัฒน์ ) </li></ul><ul><li>Emergence of new competi...
What do customers want? <ul><li>Speed </li></ul><ul><li>Right at the first time </li></ul><ul><li>High standard performanc...
Strategic Management Process Mission Goal External Analysis Internal Analysis <ul><li>Human  </li></ul><ul><li>Resources <...
HRM Strategy Vision  <ul><li>Internal / External </li></ul><ul><li>Manpower Planning </li></ul><ul><li>Selection Process <...
Change Globalization Global Competitor Global Mindset Technology Change Learning Organization  Knowledge Base Economy Tale...
How to Create  High Performance Organization? <ul><li>How people are serve organization target? </li></ul><ul><li>( ทำอย่า...
A goal without a plan is just a wish. Antoine de Saint-Exupery
Manpower Planning Process
MANPOWER PLANNING “ process of  identifying  and  responding  to  organizational needs  and charting new policies, systems...
Purpose of Manpower Planning <ul><li>Recruitment Gaps </li></ul><ul><li>Training and Development </li></ul><ul><li>Staff C...
Developing a work unit Activity Analysis Raw Input What material, data and information are needed? Equipment What special ...
Manpower Analysis <ul><li>Employee Profiles </li></ul><ul><li>Productivities Index </li></ul><ul><li>Manpower demand and s...
Sample : Employee Profile
Sample : Productivities Index
Forecasting Future Demand (1) <ul><li>Requires looking at: </li></ul><ul><ul><li>Skills required </li></ul></ul><ul><ul><u...
Need assessment process Person analysis Organization analysis Task analysis Source : Human Resources Management 3 rd  edit...
Forecasting Future Demand (2) <ul><li>Techniques Used to Forecast Demand: </li></ul><ul><li>Systematic Techniques </li></u...
Forecasting Supply - Internal <ul><li>Involves identifying/acknowledging the </li></ul><ul><li>existing staff employed by ...
Forecasting Supply - External <ul><li>Filling the GAP using the external labour market: </li></ul><ul><ul><li>Local  </li>...
Action Plan  <ul><li>Situation Plans: </li></ul><ul><ul><li>Redundancy  </li></ul></ul><ul><ul><li>Redeployment </li></ul>...
Manpower Planning Management
Manpower Management <ul><li>Surplus – Shortage </li></ul><ul><li>Restructure </li></ul><ul><li>Skill Required </li></ul>
Sample : Manpower Planning   Productivities Reject & Rework Manpower Turnover Existing
% Productivities Index Sample : Manpower Planning
Dealing with an Oversupply of Manpower <ul><li>Freeze hiring </li></ul><ul><li>Restrict overtime </li></ul><ul><li>Retrain...
Dealing with an Undersupply of Personnel <ul><li>Hire additional workers </li></ul><ul><li>Improve productivity through tr...
Recruitment Job Choice Vacancy Applicant Recruitment Sources Company policy Recruiter <ul><li>Internal – external recruiti...
Development Methods Apprentice Training Coaching Job Rotation Shadowing Special Project Assignment On-the-Job Training Men...
Option for Reducing an  Expected Labor Surplus <ul><li>Option Speed Human Suffering </li></ul><ul><li>1.Downsizing Fast Hi...
Option for Avoiding an  Expected Labor Shortage <ul><li>Option Speed Revocability </li></ul><ul><li>1.Overtime Fast   High...
Key Take Away <ul><li>Fact & Data </li></ul><ul><li>Manpower Planning is not Recruitment </li></ul><ul><li>Commitment from...
ANY QUESTION? &quot;The important thing is not to stop questioning.&quot;  Albert Einstein
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Ks Manpower Planning

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  1. 1. การวางแผนกำลังพล ให้สอดคล้องกับ ยุทธศาสตร์ทางธุรกิจขององค์กร Kiattisak Sampaongern HR Manager/CPAC [email_address]
  2. 2. Today Discussion <ul><li>HR Management and Business Strategy </li></ul><ul><ul><li>Change & Competitive Challenge </li></ul></ul><ul><ul><li>HR Management and Business Strategy </li></ul></ul><ul><li>Manpower Planning Process </li></ul><ul><ul><li>Manpower Analysis </li></ul></ul><ul><ul><li>Manpower Forecast – Demand/Supply </li></ul></ul><ul><ul><li>Action Plan </li></ul></ul><ul><li>Manpower Planning Management </li></ul><ul><ul><li>Recruitment </li></ul></ul><ul><ul><li>Development </li></ul></ul><ul><ul><li>Employee Shortage/Surplus </li></ul></ul><ul><li>Key Take Away/Q&A </li></ul>
  3. 3. 21st Century is the era of “Change” “ All thing in this world are impermanent. They have the nature to rise and pass away. To be in harmony with this truth bring true happiness “ Buddhist Chant
  4. 4. Top Ten Most popular Career 2006 <ul><li>Network system analysis </li></ul><ul><li>Physician’s analysis </li></ul><ul><li>Medical Assistants </li></ul><ul><li>Medical Records and Health Information Technicians </li></ul><ul><li>Software Engineer </li></ul><ul><li>Physical Therapist Aides </li></ul><ul><li>Fitness Trainer </li></ul><ul><li>Database Administrators </li></ul><ul><li>Veterinary Technicians </li></ul><ul><li>Dental Hygienists </li></ul><ul><li>Source : www.alec.co.uk </li></ul>
  5. 5. Top Ten Decline Career in 2014 <ul><li>Stock Clerk </li></ul><ul><li>File Clerk </li></ul><ul><li>Post Officer </li></ul><ul><li>Secretaries except legal , medical , executive </li></ul><ul><li>Administrative support </li></ul><ul><li>Call Center Staff </li></ul><ul><li>Door to door sales </li></ul><ul><li>Purchasing Officer </li></ul><ul><li>Computer Operator </li></ul><ul><li>HR Officer </li></ul><ul><li>Source : www.bls.gov </li></ul>
  6. 6. <ul><li>Increasing globalization </li></ul><ul><li>( การเติบโตของโลกกาภิวัฒน์ ) </li></ul><ul><li>Emergence of new competitors </li></ul><ul><li>( คู่แข่งขันรายใหม่ ) </li></ul><ul><li>Changing customer demands </li></ul><ul><li>( ความต้องการของลูกค้าเปลี่ยนแปลงไป ) </li></ul><ul><li>Shortened product life cycles </li></ul><ul><li>( สินค้ามีอายุสั้นลง ) </li></ul><ul><li>Heightened environmental concerns </li></ul><ul><li>( การให้ความสำคัญกับสิ่งแวดล้อม ) </li></ul><ul><li>Increasing regulatory demands </li></ul><ul><li>( กฎกติกาใหม่ๆ ) </li></ul>Forces of “Change ” Joseph M. Ryan, Ph.D. Wharton School
  7. 7. What do customers want? <ul><li>Speed </li></ul><ul><li>Right at the first time </li></ul><ul><li>High standard performance </li></ul><ul><li>Passion and experience </li></ul>
  8. 8. Strategic Management Process Mission Goal External Analysis Internal Analysis <ul><li>Human </li></ul><ul><li>Resources </li></ul><ul><li>Needs </li></ul><ul><li>Skill </li></ul><ul><li>Behavior </li></ul><ul><li>Culture </li></ul>Strategic Choice Human Resources Practices Human Action Organization Performance Source : Human Resources Management 3 rd edition Gaining a competitive advantage Human Capability
  9. 9. HRM Strategy Vision <ul><li>Internal / External </li></ul><ul><li>Manpower Planning </li></ul><ul><li>Selection Process </li></ul><ul><li>Salary </li></ul><ul><li>Bonus </li></ul><ul><li>Welfare </li></ul><ul><li>Benefit </li></ul><ul><li>Performance appraisal </li></ul><ul><li>Potential evaluation </li></ul><ul><li>Talent Assessment </li></ul>Compensation Management Performance Management <ul><li>Succession plan </li></ul><ul><li>Promotion </li></ul><ul><li>Job assignment </li></ul>Career Planning <ul><li>Learning </li></ul><ul><li>Training </li></ul><ul><li>Development </li></ul>Development <ul><li>Retire </li></ul><ul><li>Early Retire </li></ul><ul><li>Termination </li></ul><ul><li>Employee relation </li></ul>Retire & Retain Manpower Planning Mission Biz Result Leadership Human Capability Culture Business Process <ul><li>Competency </li></ul>Change
  10. 10. Change Globalization Global Competitor Global Mindset Technology Change Learning Organization Knowledge Base Economy Talent Performance Mgt. Development Plan Competitiveness Vision/Mission KPIs Competency HRD link to business result Value/Culture Organization Technology/Skill Business Result HRM Process Succession Plan
  11. 11. How to Create High Performance Organization? <ul><li>How people are serve organization target? </li></ul><ul><li>( ทำอย่างไร ... พนักงานทำงานตามเป้าหมายที่องค์กรต้องการ ) </li></ul><ul><li>How talents are selected ? </li></ul><ul><li>( ทำอย่างไร ... จะคัดเลือกคนเก่งคนดี ) </li></ul><ul><li>How to motivate people ? </li></ul><ul><li>( ทำอย่างไร .. จะจูงใจให้ทำงาน ) </li></ul><ul><li>How people are developed ? </li></ul><ul><li>( ทำอย่างไร ... จะพัฒนาความสามารถพนักงาน ) </li></ul><ul><li>How to retain people ? </li></ul><ul><li>( ทำอย่างไร ... จะรักษาพนักงานไว้ได้ ) </li></ul>
  12. 12. A goal without a plan is just a wish. Antoine de Saint-Exupery
  13. 13. Manpower Planning Process
  14. 14. MANPOWER PLANNING “ process of identifying and responding to organizational needs and charting new policies, systems, and programs that will assure effective human resource management under changing conditions in the future” getting the right people at the right place on the right time www.icb.cau.edu.cn
  15. 15. Purpose of Manpower Planning <ul><li>Recruitment Gaps </li></ul><ul><li>Training and Development </li></ul><ul><li>Staff Costings </li></ul><ul><li>Redundancy </li></ul><ul><li>Collective Bargaining </li></ul><ul><li>Accommodation </li></ul>www.ulst.ac.uk
  16. 16. Developing a work unit Activity Analysis Raw Input What material, data and information are needed? Equipment What special equipment, facilities and systems are needed? Human Resources What knowledge , skill and attribute are needed? Activity What task are required in the production? Output What product ad service is provide? How is the output measured Source : Human Resources Management 3 rd edition Gaining a competitive advantage
  17. 17. Manpower Analysis <ul><li>Employee Profiles </li></ul><ul><li>Productivities Index </li></ul><ul><li>Manpower demand and supply </li></ul><ul><ul><li>Head count </li></ul></ul><ul><ul><li>Skill required </li></ul></ul><ul><li>Manpower forecast </li></ul><ul><ul><li>Future demand </li></ul></ul><ul><ul><li>Future supply – Internal / External </li></ul></ul>
  18. 18. Sample : Employee Profile
  19. 19. Sample : Productivities Index
  20. 20. Forecasting Future Demand (1) <ul><li>Requires looking at: </li></ul><ul><ul><li>Skills required </li></ul></ul><ul><ul><ul><li>To achieve Business Targets (Goals, Design, Culture) </li></ul></ul></ul><ul><ul><ul><li>Assess skills available Vs Required </li></ul></ul></ul><ul><ul><li>Predict how many people required </li></ul></ul><ul><li>Skills will depend on: </li></ul><ul><ul><li>Timescale </li></ul></ul><ul><ul><li>Nature of Org. activities </li></ul></ul>
  21. 21. Need assessment process Person analysis Organization analysis Task analysis Source : Human Resources Management 3 rd edition Gaining a competitive advantage Who need training? In what do they need training? What is the context? <ul><li>Reason </li></ul><ul><li>Legislation </li></ul><ul><li>Lack of basic skill </li></ul><ul><li>Poor performance </li></ul><ul><li>New technology </li></ul><ul><li>New product </li></ul><ul><li>New job </li></ul><ul><li>Customer request </li></ul><ul><li>Higher performance </li></ul><ul><li>Outcome </li></ul><ul><li>What trainee need to learn </li></ul><ul><li>Who receives training </li></ul><ul><li>Type of training </li></ul><ul><li>Frequency of training </li></ul><ul><li>Training or other option such job redesign </li></ul>
  22. 22. Forecasting Future Demand (2) <ul><li>Techniques Used to Forecast Demand: </li></ul><ul><li>Systematic Techniques </li></ul><ul><ul><li>Time series or ratio trend analysis </li></ul></ul><ul><ul><li>Work-study approach </li></ul></ul><ul><ul><li>Productivity trend analysis </li></ul></ul><ul><li>Managerial Judgement </li></ul><ul><li>Combined Approach (1+2) </li></ul><ul><li>Working back from costs </li></ul>
  23. 23. Forecasting Supply - Internal <ul><li>Involves identifying/acknowledging the </li></ul><ul><li>existing staff employed by an organisation </li></ul><ul><ul><li>department by department </li></ul></ul><ul><ul><li>grade by grade </li></ul></ul><ul><li>Involves: </li></ul><ul><ul><li>Skills Audits </li></ul></ul><ul><ul><li>Predicting Staff Turnover </li></ul></ul><ul><ul><li>Internal promotion analysis </li></ul></ul>
  24. 24. Forecasting Supply - External <ul><li>Filling the GAP using the external labour market: </li></ul><ul><ul><li>Local </li></ul></ul><ul><ul><li>International </li></ul></ul><ul><li>Understanding of the dynamics of the Labour Market to update plans as trends change and develop </li></ul><ul><ul><li>General population density </li></ul></ul><ul><ul><li>Population movements </li></ul></ul><ul><ul><li>Age distribution </li></ul></ul><ul><ul><li>Unemployment rates </li></ul></ul><ul><ul><li>Education Level </li></ul></ul><ul><ul><li>Proportion with higher education </li></ul></ul><ul><ul><li>Skill levels/Skills shortages </li></ul></ul>
  25. 25. Action Plan <ul><li>Situation Plans: </li></ul><ul><ul><li>Redundancy </li></ul></ul><ul><ul><li>Redeployment </li></ul></ul><ul><ul><li>Retirement </li></ul></ul><ul><ul><li>Recruitment </li></ul></ul><ul><ul><li>Training </li></ul></ul><ul><ul><li>Retention </li></ul></ul><ul><ul><li>Succession </li></ul></ul><ul><li>Option Plan </li></ul><ul><ul><li>Outsourcing </li></ul></ul>
  26. 26. Manpower Planning Management
  27. 27. Manpower Management <ul><li>Surplus – Shortage </li></ul><ul><li>Restructure </li></ul><ul><li>Skill Required </li></ul>
  28. 28. Sample : Manpower Planning Productivities Reject & Rework Manpower Turnover Existing
  29. 29. % Productivities Index Sample : Manpower Planning
  30. 30. Dealing with an Oversupply of Manpower <ul><li>Freeze hiring </li></ul><ul><li>Restrict overtime </li></ul><ul><li>Retrain/redeploy </li></ul><ul><li>Switch to part-time employees </li></ul><ul><li>Use unpaid vacations </li></ul><ul><li>Use a shorter workweek </li></ul><ul><li>Use pay reductions </li></ul><ul><li>Use sabbaticals </li></ul><ul><li>Encourage early retirements </li></ul>
  31. 31. Dealing with an Undersupply of Personnel <ul><li>Hire additional workers </li></ul><ul><li>Improve productivity through training </li></ul><ul><li>Use overtime </li></ul><ul><li>Add additional shifts </li></ul><ul><li>Reassign jobs </li></ul><ul><li>Use temporary workers </li></ul><ul><li>Improve retention </li></ul>
  32. 32. Recruitment Job Choice Vacancy Applicant Recruitment Sources Company policy Recruiter <ul><li>Internal – external recruiting </li></ul><ul><li>Market positioning and company image </li></ul><ul><li>Internal – external source </li></ul><ul><li>Collage and universities </li></ul><ul><li>Employment agencies </li></ul>
  33. 33. Development Methods Apprentice Training Coaching Job Rotation Shadowing Special Project Assignment On-the-Job Training Mentoring Off-site Training Program Community of Practice (CoP) Self Study Assessment Center Preferences, Corporate Culture, Actual Possibilities <ul><li>Intervention for Development </li></ul><ul><li>Development through Work </li></ul><ul><li>Job Rotations </li></ul><ul><li>Shadowing/Coaching </li></ul><ul><li>CoP Activities </li></ul><ul><li>Challenges </li></ul><ul><li>Training & Development </li></ul>Job Enlargement/Enrichment CBT Career Counseling Source : Hunseok Oh (Department of Education, Seoul National University, Korea)
  34. 34. Option for Reducing an Expected Labor Surplus <ul><li>Option Speed Human Suffering </li></ul><ul><li>1.Downsizing Fast High </li></ul><ul><li>2.Pay Reduction Fast High </li></ul><ul><li>3.Demotions Fast High </li></ul><ul><li>4.Transfers Fast Moderate </li></ul><ul><li>5.Work sharing Fast Moderate </li></ul><ul><li>6.Retirement Slow Low </li></ul><ul><li>7.Natural attrition Slow Low </li></ul><ul><li>8.Retraining Slow Low </li></ul>Source : Human Resources Management 3 rd edition Gaining a competitive advantage
  35. 35. Option for Avoiding an Expected Labor Shortage <ul><li>Option Speed Revocability </li></ul><ul><li>1.Overtime Fast High </li></ul><ul><li>2.Temporary employees Fast High </li></ul><ul><li>3.Outsourcing Fast High </li></ul><ul><li>4.Retrained transfers Slow High </li></ul><ul><li>5.Turnover reductions Slow Moderate </li></ul><ul><li>6.New external hires Slow Low </li></ul><ul><li>7.Technological innovation Slow Low </li></ul>Source : Human Resources Management 3 rd edition Gaining a competitive advantage
  36. 36. Key Take Away <ul><li>Fact & Data </li></ul><ul><li>Manpower Planning is not Recruitment </li></ul><ul><li>Commitment from Management </li></ul><ul><li>Budget </li></ul><ul><li>Thai Culture </li></ul><ul><li>Communication/Communication/Communication </li></ul><ul><li>Employee Feeling </li></ul><ul><li>Believe in Value of Individual </li></ul>
  37. 37. ANY QUESTION? &quot;The important thing is not to stop questioning.&quot; Albert Einstein
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