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If we had such HR demand projections in the future, the next problem is
how to fill those needs.
There are two sources of supply of human resources: internal and external.
Inventory / internal supply can come from employees who have been there
that can be promoted, transferred, or demoted to fill the vacancy. External
supply comes from outside or those not currently working in the
organization and ready recruited by the organization / company.


Part of human resource planning is to analyze the work that needs to be
done and the expertise found in a person to perform a task. Needs of the
organization should be compared with the existing supply of manpower.

Not just count the number of employees. Audit should be conducted of
existing workforce to determine the ability of existing workers.
This information becomes the basis of a tentative estimate of the
vacancy-vacancy could be filled by existing employees.

This tentative assignment is usually recorded in the "Replacement Chart".
This chart is a visual representation regarding WHO WHO will replace in
the event of turnover. However, due to the limited information it is
necessary also equipped with "Replacement Summaries".
Considering employees for vacancies existing in the future is essential if
employees are projected to have a long career.

Audit and Replacement Chart is also important for HRD. With the
knowledge of the employees more, HRD can plan recruiting, training, and
career planning more effectively.
This knowledge can also help HR to meet the AAP by identifying internal
minority candidates for the vacancy-specific vacancy.

Here's a question that is given during an internal assessment:
1. What jobs are there at present?
2. How many people do each task?
3. What is the relationship between reports on these tasks?
4. What is the importance of each task?
5. Which jobs require the application of the organization's strategy?
6. What are the characteristics of the work that is expected?

The methods used to estimate / assess internal human resource supply
that is:

Auditing Jobs and Skills
Early stages to evaluate the strengths and weaknesses that exist within a
firm is auditing the work being done at this organization. These internal
assessments help place the position of an organization in developing or
establishing a competitive advantage. Comprehensive analysis of all
current work provides the basis to determine what action should be done in
the future.
HR audit is a follow-up to the realization of the planning-planning that has
been done.

Audit purposes for the company
To determine the performance of employees.
To determine the amount of compensation of those employees.
To find out the creativity and employee behavior.
To determine whether the employee should be transferred
(vertical-horizontal) and or terminated.
To determine whether the employee can work together with other

Audit purposes for HR
To meet the satisfaction of the human ego always wants attention and gets
the value / praise of his work.
Employees want mangetahui whether his performance is better than other
For the sake of service and promotion.
Familiarize employees with the leadership relationship

HR audit purposes
To determine whether the implementation and results of employee in
accordance with a predetermined plan.
To determine whether all employees can complete the job description it
well and on time.
As a guideline to determine the amount of fringe benefits to each
As a basic consideration and giving praise or punishment to every
As a basic consideration of the implementation of vertical mutations
(promotion or demotion), horizontal, and for the employee or over the task.
To motivate an increase in morale, job performance, and kedisiplian

Organizational Capability Inventory
Basic sources of employment data is the data on the organization's Human
Resources. Planners can use this inventory to determine the long-term
needs for recruitment, selection and development of human resources. The
information also can be the basis for determining the additional capabilities
required of future workforce may not have been necessary at this time

Organizational Capability Inventory component often consists of:
a. Individual workforce demographics (age, years of service in an
organization, years of service on the type of task that now).
Career advancement of individual insurer task, the time required for each
type of assignment, promotion or perbahan to another task, the level of
Individual performance data
Third information above can be expanded to include:
Education and training
Geographical mobility and the desired
Talents, abilities and desires of specific
Area of interest and level of promotion within the company
Level of ability for promotion
Pensions are expected

The information has been obtained from the HR Audit and HR
organizational capabilities inventory above and then converted into:
· Human Resource Information System (HRIS)
HRIS is a system integration that is designed to provide information
necessary for HR decision-making.
1. The purpose HRIS
Improving the efficiency of HR in which employment data are collected
More strategic and related to HR planning.
2. Usefulness HRIS
HRIS has many uses in an organization. The most basic is the automation
of payment of wages and benefits kegaiatan. With HRIS, recording time
labor input into the system, and modified adjusted on each individual.
General purpose other than equality of opportunity HRIS is working.

To design an effective HRIS, experts advise to evaluate it with questions
about the data that will be needed such as:
1. What information is available, and what information is needed about the
people in the organization?
2. For what purpose the information will be provided?
3. In what format should the data output for adjustment with other
4. Who needs information
5. When and how often the information required?
· Planning Succesion
Is the HR process planners and operating managers use to convert the
information on those employees who are now into the decision-making
regarding "internal job placements" in the future.

Environmental analysis is the study of environmental organizations to
determine the opportunities or threats. The results of the analysis will affect
human resources plan for each organization will enter the labor market that
supplies the same time, other companies also.
Several factors can affect the labor supply among others:
Government influence
The economic condition
Population problems and competition
workforce composition and employment patterns

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