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Human resource planning is a process bywhich an organization ensures that it has the right number and kinds of people

at the right place

at the right time

capable of effectively and efficiently completing those

tasks that will help the organization achieve its overallstrategic objectives


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HR planning must be linked to the organizations overall strategy

to compete domestically and globally

Senior HRM staff need to lead top

management in planning fo r HRM issues.

Corporate Strategy

HR Strategy


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A mission statement defines what businessthe organization is in, including

why it exists

who its customers are

strategic goals set by senior management to establishtargets for the organization to achieve

Goals are general ly defined fo r the nex t 5-20 years.


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During a corporate assessment,

HRM determ ines what know ledge, sk i l ls, and abi l i t ies are needed b y

the organizations human resources through a job analysis.

Strengths Weaknesses

Opportunities Threats


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HR must ensure staff levels meet strategicplanning goals.

An HR inventory report summarizes information oncurrent workers and their skills

HR information systems (HRIS) process employee information

quickly generate analyses and reports

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Succession planning includes thedevelopment of replacement charts that portray middle- to upper-level management

positions that may become vacant in the near

future

list information about individuals who mightqualify to fill the positions


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Fundamentals of Human Resource

Management, 10/e, DeCenzo/Robbins

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HR must forecast staff requirements. HR creates an inventory of future staffing

needs for job level and type, broken down byyear

forecasts must detail the specific knowledge,skills, and abilities needed, not just we need

25 new employees


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a units supply of human resources comesfrom: new hires

contingent workers

transfers-in

individuals returning from leaves

predicting these can range from simple to

complex


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Decreases in internal supply come about through:

retirements easiest to forecast

dismissals possible to forecast

transfers possible to forecast

layoffs possible to forecast

sabbaticals possible to forecast

voluntary quits difficult to forecast

prolonged illnesses difficult to forecast

deaths hardest to forecast


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Where will we find workers? migration into a community

recent graduates

increases in the number ofunemployed andemployed individuals seeking otheropportunities, either part-time or full-time

The potent ial labor supply can be expanded by form al or

on-the-job training.


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To match labor demand and supply, HR compares forecasts for demand and supply

of workers

OverstaffedLS>LD

UnderstaffedLS


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Employment Planning and

the Strategic Planning Process

demand for labor

compare demandfor and supply ofhuman resources

recruitment

decruitment

defineorganization

mission

establishcorporate goalsand objectives

demandexceedssupply

supplyexceedsdemand

assess currenthuman resources

-- - - - - - - - - - - - -HRMS:

job analysis

Outcomes

supply ofhuman resources


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Job analysis is a systematic exploration ofthe activities within a job. it defines and documents the duties,

responsibilities, and accountabilities of a joband the conditions under which a job isperformed


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Job Description

Job Specification

Job Evaluation




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job analyst watches employees directlyor reviews film of workers on the job

Observationmethod a team of job incumbents is selected

and extensively interviewedIndividualinterview a number of job incumbents areinterviewed simultaneously

Groupinterview




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workers complete a specificallydesigned questionnaire

Structuredquestionnaire

uses supervisors with anextensive knowledge of the jobTechnicalconference

job incumbents record their

daily activitiesiary




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Job descriptions job title job identification job duties/essential functions in order of importanceJob specifications minimal qualifications for job (KSAOs)Job Evaluations Relative value of each job in the organization



They are critical to:

describing job to candidates

guiding new-hires

developing performance evaluation criteria

evaluating jobs compensation worth

Job Description.doc
http://localhost/var/www/apps/conversion/tmp/scratch_10/Job%20Description.dochttp://localhost/var/www/apps/conversion/tmp/scratch_10/Job%20Description.doc


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Almost allHRM activitiesare tied to jobanalysis; it isthe startingpoint forsound HRM.

labor

relations

safety &health

HR

planning

job analysis

job description

job specifications

performancemanagement

compensation

employee

training

employee

development

career

development

recruiting

selection


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Job design is how a position and its tasks are organized.

Skill Variety

Task Identity

Task Significance

Autonomy

Feedback from the job itself


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Compressed

work weekFlex time

Job Sharing Telecommuting


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1. HR planning must be separate from the organizations overall strategy.

False!

2. A mission statement defines what business the organization is in.

True!

3. To forecast staff requirements, HR creates an inventory of future

staffing needs for job level and type, broken down by decade.

False!

4. Job analysis is a systematic exploration of the activities within a job.

True!

5. Job design is how a position and its tasks are organized.

True!


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Identify three (3) positions that you are goingto open for your company.

Make sure that the position is directly neededin your company.

As much as possible, do not open managerialpositions because future applicants may havevery limited experiences.

Prepare the Job Description and Specification

for each of the position using the formatdiscussed. Upload in MS Word Format

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Using the prepared jobdescriptions/specifications, design a jobadvertisement for each position.

Standard poster size will be used in designing

the ads. Soft copy only. Creativity will have the highest bearing in the

scoring system.

10 minutes/ company

Upload in PPT or JPEG format

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