HR Planning. In this session we’ll cover The integration of HR strategy with overall business...
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Transcript of HR Planning. In this session we’ll cover The integration of HR strategy with overall business...
HR Planning
HR Planning
In this session we’ll cover The integration of HR strategy with
overall business strategy The importance of workforce
planning Methods of Demand Forecasting Methods of Supply Forecasting
What is HR Planning? “Human Resource Planning is the
systematic and continuing process of analysing an organisations human resource needs under changing conditions and integrating this with the development of personnel policies appropriate to meet those needs.” Robinson, I (2007)
What is HR Planning? “… a process by which the
management of an organisation determines its future human resource requirements and how the existing human resource can be effectively utilised to fulfil these requirements.” Jyoti and Venkatesh, (2008)
Integration of HR and Business Strategies An organization should have a clear
mission and vision statement(s) SWOT analyses for both organization
and HR Department should be conducted.
Key HR issues to enable organization to achieve its goals/objectives should be identified.
THE IMPORTANCE OF WORKFORCE PLANNING
To meet the future needs for the correct number of skilled employees
To aid HR to recognize resource constraints but still achieve goals
STEPS IN WORKFORCE PLANNING PROCESS:
Predicting demand for human resources Determining supply available, internally
and externally Compare projections to determine gaps Develop action plans to reconcile gaps Implement staffing plans Evaluation
Predicting Demand Judgmental in nature (usually forecasts from
experts within and outside of the organization Estimates based on similar organizations
(“benchmarking”) Scenario planning, based on several potential
outcomes of the new venture, can assist in identifying how many and what kind of employees may be needed as the business grows (or doesn’t!)
Nominal Group Technique Experts meet face to face
Delphi Technique Experts work independently
Predicting Demand Statistical in Nature
Ratio analysis If the organization knows it takes 10 employees
to produce 100 tennis racquets a day and the org. is forcasting an increase in demand to 150 tennis racquets a day, then 5 more employees need to be hired.
Regression analysis Statistically identifies historical predictors of
workforce size. Predicts HR demand with an equation.
REGRESSION ANALYSIS
# ofEmployeesNeeded
0
50
100
200 Y = .99 + 42(x) + .06(x) - .25(x)
Factors Affecting Human Resource Needs(Sales $, Unemployment Rate, $ Spent on Tech)
Determining HR Supply External analysis of workforce
Workforce composition takes into account the demographic and skill availability composition of the workforce in the relevant labor market (RLM)
Internal analysis of workforce Takes into account the likelihood of
retirements, turnover, potential training needs of current employees, and future staffing requirements
Factors Influencing External Supply
What environmental factors are affecting our available labor market? aging of labor force? fewer workers aged 16-24 available? more dual career couples? more working women?
INTERNAL SOURCES OF SUPPLY INFORMATION Skills Inventories are
just a hard or soft file on who can do what
Replacement Charts are organizational charts that also includes the person, his/her performance level, & promotion potential
Succession Planning is More sophisticated
than a replacement chart, and includes
When the position will be vacated
Who is promotable What training is
needed for that person
Action Planning Compare demand and supply
models to determine if there are gaps. Surplus? Shortage? Demand meets supply
Develop Action Plans to Close the Demand-Supply Gap Objectives of the Plan Specific Activities
Recruitment and Selection Training and Development Outsourcing and Contingency Staffing
Individuals Responsible Timetable for Completion Performance Indicators
Example of Workforce plan
Row Column Row Column
Promote 10 Senior Sales Manager Sales 31-12-2011
Promote 5 Staff Sales Senior Sales 31-12-2011
Hire 5 Staff Sales 13-12-2011
Transfer 9 Staff Project 1 Staff Project 3 15-01-2011
Lay off 4 Staff Project 2 15-01-2011
Example of a Staffing Plan
From To
Type of Action Number of staff
Evaluation Did the action plans achieve the
goals/objectives? This is a must that is often not
done very well.