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Human Resource Planning
1.
Human Resource Planning Systematic
process of matching internal and external supply of people with job openings anticipated in the organization over a specified period of time Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane 4-1
2.
Human Resource Planning
Process External Environment Internal Environment 4-2 Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Demand = Supply No Action Shortage of Workers Recruitment Selection Restricted Hiring, Reduced Hours, Early Retirement, Layoffs, Downsizing Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
3.
Definitions • Requirements forecast
- Determining number, skill, and location of employees organization will need at future dates in order to meet goals • Availability forecast - Determination of whether firm will be able to secure employees with necessary skills, and from what sources 4-3 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
4.
Forecasting Human Resource Requirements •
Zero-based forecasting - Uses current level as starting point for determining future staffing needs • Bottom-up approach - Each level of organization, starting with lowest, forecasts its requirements to provide aggregate of employment needs. 4-4 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
5.
Forecasting Human Resource Requirements
(Cont.) • Relationship between Volume of Sales and Number of Workers Required • Simulation Models - Simulation is a forecasting technique for experimenting with real-world situation through mathematical model representing that situation. A model is abstraction of the real world. 4-5 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
6.
The Relationship of
Sales Volume to Number of Employees 4-6 Number of Employees 500 400 300 200 100 0 10 20 30 40 50 60 Sales (thousands) Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
7.
Forecasting HR Availability •
Determining whether firm will be able to secure employees with necessary skills, and from what sources • Show whether needed employees may be obtained within company, from outside organization, or from combination of these sources 4-7 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
8.
Use of HR
Databases • Many workers needed for future positions may already work for firm. • Databases include information on all managerial and nonmanagerial employees. • Companies search databases within company to see if employees with needed qualifications already exist. Growing trend: Automatically notify qualified employees of new positions. 4-8 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
9.
Shortage of Workers
Forecasted • Creative recruiting • Compensation incentives – Premium pay is one method • Training programs – Prepare previously unemployable people for positions • Different selection standards 4-9 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
10.
Surplus of Employees •
Restricted hiring – Employees who leave are not replaced • Reduced hours • Early retirement • Downsizing - Layoffs 4-10 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
11.
Downsizing • Also known
as restructuring and rightsizing • Reverse of company growing and suggests one-time change in organization and number of people employed • Typically, both organizational structure and number of people in the organization shrink for purpose of improving organizational performance 4-11 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
12.
System Used In
the Event of Downsizing • Unionized - Seniority usually is the basis • Union-free - Productivity and needs of the organization • Retention bonuses are used to entice terminated employees to remain for short periods of time to ensure continued services 4-12 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
13.
Negative Aspects of
Downsizing • Cost associated with low morale of those remaining • Layers removed, making advancement in organization more difficult • Workers may seek better opportunities, fearing they may be in line for layoffs 4-13 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
14.
Negative Aspects of Downsizing
(Cont.) • Employee loyalty significantly reduced • Institutional memory lost • Remaining workers required to do more • When demand for products/services returns, firm may realize it has cut too deep • May be an increase in number of discrimination lawsuits 4-14 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
15.
Outplacement • Laid-off employees
given assistance in finding employment elsewhere • Companies use outplacement to take care of employees by moving them successfully out of company rather than having to do it on their own 4-15 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
16.
Succession Planning • Process
of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant • Goal is to help ensure a smooth transition and operational efficiency 4-16 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
17.
Disaster Planning • Should
focus on catastrophes that range from natural calamities such as hurricanes, earthquakes, and floods to man-made crises such as 9/11 • Always significant human resource issues to address • Hurricanes Katrina, Rita, Gustav, and Ike 4-17 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
18.
Human Resource Information
Systems (HRIS) Any organized approach for obtaining relevant and timely information on which to base HR decisions 4-18 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
19.
HUMAN RESOURCE INFORMATION
SYSTEM Goal: Integrate Core Processes into Seamless System 4-19 Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Benefits Safety Health Labor Relations Employee Relations Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/E- learning/Management Succession Compensation Programs Benefit Programs (e.g., prescription drug programs) Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies Employee Services Organizational Strategic Plans Human Resource Management Plans Contribute Toward Achievement of: Human Resource Information System *Manager and employee self-service is available. Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
20.
Manager Self-Service • Use
of software and corporate network to automate paper-based processes requiring manager’s approval, record-keeping or input, and processes that support manager’s job • MSS can help managers develop and grow staff and assist employees in determining their career paths and developing required competencies 4-20 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
21.
Employee Self-Service (ESS) •
Processes that automate transactions formerly labor- intensive for employees and HR professionals • ESS applications can free up valuable HR staff time, reducing administrative time and costs 4-21 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
22.
Job Design • Process
of determining specific tasks to be performed, methods used in performing these tasks, and how job relates to other work in organization • Job enrichment - Basic changes in content and level of responsibility of job, to provide greater challenge to worker 4-22 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
23.
Job Design (Cont.) •
Job enlargement - Changes in scope of job to provide greater variety to worker • Reengineering - Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical measures of performance, such as cost, quality, service and speed 4-23 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
24.
A Global Perspective:
India Getting the Job Done, but Differently • Indian companies invested $6 billion in U.S., which created jobs for Americans • Most Indian companies going global have adopted strategy of ‘not rocking the boat’ at their newly acquired foreign operations • Gaining an appreciation of local laws and customs is important • Language and food choices often present challenges 4-24 Copyright © 2010 Pearson Education, Inc. Modified by: Poshan Lamichhane
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