Workforce Planning“A look into the murky future to

avoid talent surpluses or shortages”

Sources Learning unit 4 in module guide

Employment equity ~ Pages 162 ~ 168

Workforce planning ~ Pages 214 ~ 223

Recruitment ~ Pages 223 ~ 232

Workforce planningBy the end of the session you will; Understand how workforce planning forms part of

strategic planning

Understand the internal & external factors that impact workforce planning

Be able to “carry out” the steps in workforce planning

*Workforce PlanningPlanning to ensure the optimum number & mix of people

with the required;

knowledge, skills, attitude & abilities

To enable the Company to reach its long term strategic goals.

The process is guided by the strategic plan

Exercise ~ Senzo and sons Read the case and deliver your decisions to

the board of Directors.

Office politics tip 1

Never outshine your master!

External factors influencing workforce planning

Political

Economic

SocialTechnology

Competition

Laws

Education & skills

Workforce planning

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1X 8 Hrs•10 People•1000 Products

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2X 8 Hrs•18 People•1800 Products

Options : Overtime = less people, 9X9 + maintenanceWhat about absenteeism? Leave? maintenance

*Steps in workforce planning

1. Forecasting labour demand

2. Forecasting labour supply

STRATEGIC PLAN

4. Control & evaluation

3. Implementing the plan

1. Forecasting labour demand

Predicting the number and type of people required into the future: Based on strategic plan and objectives of the business An objective look at how many people you need and how

many you are likely to loose

Could utilize; Quantitative Qualitative

2. Estimating labour supply

The process of looking at the available labour pool of required skills.

Estimation/ assessment of current employees (Internal pool) Internal skills inventory, succession planning information

Estimation of wider pool of labour (External pool) Skills audits, Department of labour, Universities

3. Implementing the plan

Labour demand exceeds supply (Not enough people) Training & development Succession planning & promotion Outsourcing of work Overtime

Supply exceeds demand (Too many people) Retrenchments, layoffs, early retirements Short time, transfers Work sharing

Labour demand & supply in balance (In balance) Replace terminations ~internally or externally

4. Control & evaluation

Ensuring that the plan runs smoothly and that we learn from our experiences Actual staffing vs plan Actual productivity vs plan Actual costs vs budgetted spend Actual time vs plan

Employment equity

At the end of the session;

1. Explain EE and link it to affirmative action

2. Discuss the requirements of the act

Employment Equity

Opinions in the workplace: Affirmative action is:

“Fairly correcting evils of the past” ~ “Reverse apartheid”

“Building a healthy economy” ~ “Messing our Economy”

“Equal opportunity for ALL” ~ “ Discrimination”

*Purpose of the Employment Equity Act

Achieving equity in the workplace by:

Elimination of unfair discrimination

Taking affirmative action, ensuing equitable representation in all occupational categories and levels

TO PROMOTE ECONOMIC GROWTH!!!!

Requirements of the act

1. Consult with all employees

2. Conduct an analysis

3. Prepare an employment equity plan

4. Implement the plan

5. Report on progress made

Recruitment““The art of attracting the right person The art of attracting the right person

for the right job at the best price”for the right job at the best price”

RecruitmentBy the end of the session;1. Understand what may be included in a

recruitment policy2. Discuss factors that impact recruitment3. Be able to decide between internal or

external recruitment 4. Discuss current & future recruitment

methods

Thoughts on the SA recruitment environment Organizations are faced with global competition ~

markets and skills Many skilled South Africans are being lured by 1st world

countries with strong currencies SA has a large pool of unemployed, unskilled people Our education system is delivering “educated dunces’ We are suffering huge skills shortages in certain critical

skills. Artisans, Engineers, Accountants, Managers etc. Universities are skewed toward Humanities World economy in recovering from a recession Comparatively high wage rates vs output Recruitment industry extremely expensive

Strong Unions are “out pricing” labour Legislation determines who we employ, forcing experienced

skilled employees to seek employment elsewhere in the world

Union involvement in recruiting = additional cost with “little” value add

Nepotism is rife Capital intensive (capitalism) vs Labour intensive

(Socialism)? Temporary employment services vs Permanent placement Large amount of educated African refugees willing to work for

very low wages South Africans are not prepared to work for poor wages

SA’s Recruitment environment (continued)

Recruitment ~ Definition“The process of attracting sufficient candidates holding the

abilities and aptitude to fill the needs of the vacant position”

“the process of acquiring applicants who are available and qualified to fill positions in the organization”

“obtaining the number and type of people the organization needs”

“an act of enlisting or drafting new members”

Factors influencing recruitment

Legal regulations

Trade union involvement

Availability of skills

Recruitment policy

Image of the organization

*Recruitment policy

Company’s decision is to attract suitable candidates, the policy may include:

Sourced internally or externally Whether relatives would be considered Affirmative action intentions What methods of recruitment Short term contracts vs permanent employment

*Recruitment sources

INTERNAL Internal adverts Referrals Promotions Succession planning Former employees

EXTERNAL Adverts R&S Agencies Campus recruiting Customers/Suppliers Internet Labour brokers

*Recruitment trends

Temporary workers Labour broking services (Leasing) Flexi-time Job sharing Compressed working weeks Home work (Telecommuting)

Next week

Selection

&

Compensation Management

Workforce planning

Assigning work to the right people

Planning and spreading the work evenly amongst employees

Process of determining how many people the company will need in the future

Planning to ensure the right people are hired

Recruitment

The process of hiring people

The process of selecting the right person for the right job

The process of employing the best person

The process of attracting qualified candidates

Employment equity

The process of hiring previously disadvantaged people

The process of eliminating unfair discrimination & correcting the demographics of our company

Process of ensuring blacks, females, disabled and Chinese people are hired

The process required to get Government tenders