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1、,Human Resource Planning,chapter5,Human Resource Planning,Both a process and a set of plansHow organizations assess the future supply of and demand for human resourcesProvides mechanisms to eliminate any gaps between supply and demandDetermines the number and types of employees to be recruited into
2、the organization or phased out of it,Factors Affecting Planning,Goals of the controlling interests in the organizationGovernment policiesChanging demographics and the future composition of the workforce,Strategic and Human Resource Planning,Strategic Planning an organizations decision about:What it
3、wants to accomplish(its mission)How it wants to go about accomplishing itHR planning is important for developing a strategic planHR planning is critical to the implementation of the strategic plan,Strategic Human Resource Management,The acknowledgement that HR policies and practices have critical li
4、nkages with an organizations overall strategyCentral premise is that HR policies will have direct effects on an organizations profitabilityHR must“fit”strategically with the mission of the organization,The Human Resource Planning Process,Variances,If Surplus,If Shortage,End,End,End,Strategic Plannin
5、g,HR Demand,HR Supply,Compared,with,If none,Action decisions,Layoff Retirement Termination,Overtime Recruitment Contractors,Technology forecasts Economic forecasts Market forecasts Organizational planning Investment planning Annual operating plans,Annual employment requirements:numbers skills occupa
6、tion categories,Existing employment inventory:After application of expected loss and attrition rates,Four Stages of HR Planning,Situation analysis or environmental scanningForecasting demand for human resourcesAnalysis of the supply of human resourcesDevelopment of plans for action,Situation Analysi
7、s and Environmental Scanning,Strategic plan must adapt to environmental circumstancesHRM is a primary mechanism to be used during the adaptation processe.g.,rapid technological changes in the environment demand employees with new skillsan effective HR plan that supports recruitment and selection all
8、ows the firm to move quickly to remain competitive,Forecasting Demand for Employees,The Expert EstimateDelphi techniqueNominal group technique(NGT)Trend ProjectionMarkov chain analysisRegression analysisUnit-Demand Forecasting,Analyzing the Current Supply of Employees,Skills InventoryData summarizin
9、g the employees pastData summarizing status of present skillsData that focus on the futureManagement InventoryMaintaining the Skills InventoryInterviewQuestionnaireData storage and maintenance,Action Decisions in Human Resource Planning:Shortage of Employees,OvertimeTraining and promotions of presen
10、t employeesRecruitment and training of less-skilled employeesRecall of employees previously laid offUse of part-time workersUse of contingent workers,Action Decisions in Human Resource Planning:,Surplus of Employees,Human Resource Information Systems(HRIS)(1 of 2),Integrated approach to acquiring,st
11、oring,analyzing,and controlling the flow of information about an organizationUseful in nearly all HRM functionsCan increase efficiency and response times of labor/time intensive human resource activities,Human Resource Information Systems(HRIS)(1 of 2),Specialized HRIS applicationsIntegrated HRIS fo
12、r use by all employeesExecutive information system(EIS)Succession planning,Safeguarding Privacy in an HRIS(1 of 2),Review information-gathering practices to determine the best way to collect dataLimit the information collected to what is relevant to a specific business decisionInform employees about
13、 the types of information kept on file and how that information is usedLet employees inspect and(if necessary)correct the information maintained on them,Safeguarding Privacy in an HRIS(2 of 2),Keep sensitive information separate from other recordsLimit the internal use of personal information to tho
14、se activities where it is necessaryDisclose personal information about an employee to outsiders only after the employee consents,Summary(1 of 3),There is no one best method for conducting HR planningMethods and techniques all differ from organization to organizationMany companies do not devote enoug
15、h time and energy to the HR planning process,Summary(2 of 3),An effective HR plan should work in partnership with a strategic planHuman resource planning can be an integral part of the HRM programIt is directly related to:recruitment,selection,training,and promotion,Summary(3 of 3),By matching supply and demand,the organization can know:how many people of what type it needs to fill positions from within(by promotion and training)how many people it must acquire from outside(by recruiting and selection),
