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Human Resource Planning
and The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.
Human Resource Planning and The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.
ilm.com.pk the biggest community for students and professors where they find lot of lectures and Projects. ilm.com.pk ilm.com.pk Human Resource Planning Human Resource Planning • Human Resource (HR) Planning – The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. Benefits of HR Planning • Better view of the HR dimensions of business decisions • Lower HR costs through better HR management. • More timely recruitment for anticipate HR needs • More inclusion of protected groups through planned increases in workforce diversity. • Better development of managerial talent Human Resource Planning Process HR Planning Process Scanning the External Environment • Environmental Scanning – Process of studying the environment of the organization to pinpoint opportunities and threats Internal Assessment of the Organizational Workforce • Analyzing the jobs that will need to be done and the skills of people currently available to do them is the next part of HR planning. – Auditing jobs and skills – Organizational Capabilities Inventory Internal Assessment of the Organizational Workforce • Auditing Jobs and Skills – What jobs exist now? – How many individuals are performing each job? – How essential is each job? – What jobs will be needed to implement future organizational strategies? – What are the characteristics of anticipated jobs? Internal Assessment of the Organizational Workforce Organizational Capabilities Inventory – HRIS databases—sources of information about employees’ knowledge, skills, and abilities (KSAs) Components of an organizational capabilities inventory – Workforce and individual demographics – Individual employee career progression – Individual job performance data Human Resource Information Systems • Human resource information systems (HRIS) – Database systems containing the records and qualifications of each employee that can be accessed to facilitate employment planning decision. OR – An integrated system of hardware, software, and databases designed to provide information used in HR decision making. 2–11 Human Resource Information Systems – Benefits of HRIS Administrative and operational efficiency in compiling HR data Availability of data for effective HR strategic planning Helpful in all HR activities Time and cost saving User Friendly (quick & responsive) – Uses of HRIS Automation of payroll and benefit activities To gain competitive advantage To track EEO data To make personnel decision Uses of an HR Information System (HRIS) 2–13 Designing and Implementing an HRIS • HRIS Design Issues – What information available and what is information needed? – To what uses will the information be put? – What output format compatibility with other systems is required? – Who will be allowed to access to the information? – When and how often will the information be needed? 2–14 Accessing the HRIS • Intranet – An organizational (internal) network that operates over the Internet. • Extranet – An Internet-linked network that allows employees access to information provided by external entities. • Web-based HRIS Uses – Bulletin boards – Data access – Employee self-service – Extended linkage 2–15 Forecasting HR Supply and Demand • Forecasting is the use of information from the past and present to identify expected future conditions. Forecasting Demand for Human Resources – Organization-wide estimate for total demand – Unit breakdown for specific skill needs by number and type of employee • Develop decision rules (―fill rates‖) for positions to be filled internally and externally. • Develop additional decision rules for positions impacted by the chain effects of internal promotions and transfers. Forecasting Supply for Human Resources • Forecasting the Supply for Human Resources – External Supply – Internal Supply Forecasting Supply for Human Resources • Forecasting External HR Supply – Factors affecting external • Net migration for an area • Individuals entering and leaving the workforce • Individuals graduating from schools and colleges • Changing workforce composition and patterns • Technological developments and shifts • Actions of competing employers • Government regulations and pressures Forecasting Supply for Human Resources • Forecasting Internal HR Supply – Effects of promotions, lateral moves, and terminations – Succession analysis • Replacement charts • Transition matrix (Markov matrix) Managing Human Resource Surplus or Shortage • Workforce Realignment – ―Downsizing‖, ―Rightsizing‖, and ―Reduction in Force‖ (RIF) all mean reducing the number of employees in an organization. – Causes • Economic—weak product demand, loss of market share to competitors • Structural—technological change, mergers and acquisitions • Downsizing approaches – Attrition and hiring freezes • Not replacing departing employees and not hiring new employees/ – Early retirement buyouts • Offering incentives that encourage senior employees to leave the organization early. – Layoffs • Employees are placed on unpaid leave until called back to work when business conditions improve. • Employees are selected for layoff on the basis of their seniority or performance or a combination of both. HR Strategies and Plan • HR Strategies – The means used to anticipate and manage the supply of and demand for human resources. • Provide overall direction for the way in which HR activities will be developed and managed. Overall Strategic Plan Human Resources Strategic Plan HR Activities HR Management and Jobs HR Management and Jobs • Approaches to Understanding Jobs – Workflow analysis – Job design – Job analysis – Job descriptions and job specifications Workflow Analysis • Workflow Analysis – A study of the way work (inputs, activities, and outputs) moves through an organization. Inputs Activities Outputs People Tasks and Goods and Materials Jobs Services Equipment Evaluation Developing Jobs for Individuals and Teams • Job Design – Organizing tasks, duties, and responsibilities into a productive unit of work. Job Design Job Job Physical and Performance Satisfaction Mental Health Nature of Job Design • Job Enlargement – Broadening the scope of a job by expanding the number of different tasks to be performed. • Job Enrichment – Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job. • Job Rotation – The process of shifting a person from job to job. Nature of Job Design Ergonomics • Ergonomics is the science of fitting the job to the worker. When there is a mismatch between the physical requirements of the job and the physical capacity of the worker, work-related musculoskeletal disorders (WMSDs) can result. Prevention • Work-related musculoskeletal disorders (WMSDs) can be prevented by simple and inexpensive changes in the workplace. The Nature of Job Analysis • Job Analysis –A systematic way of gathering and analyzing information about the content, context, and the human requirements of jobs. • Phases of Job analysis • Methods & Uses of Job Analysis The Phases of Job Analysis Steps in the Job Analysis Process 1. Determine who will do the analysis and get top management buy in to the process. 2. Choose jobs that are critical to the success of the company and have a sufficient number of employees in them. 3. Review what has already been written about the job. The Phases of Job Analysis 4. Select job agents such as incumbents, supervisors or job analysts. 5. Collect job information through interviews, questionnaires and observations 6. Create a job description that identifies skills, effort responsibilities and working conditions of the job. 7. Creating Job Specifications. The final step uses job analysis information to create job specifications. Job specifications identify the knowledge, skills, and abilities that workers need in order to perform the tasks listed in the job description. The Phases of Job Analysis Job Analysis in Perspective Typical Areas Covered in a Job Analysis Questionnaire Job Descriptions and Job Specifications • Job Description – Identification of the tasks, duties, and responsibilities of a job • Job Specification – The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. Sample of Job Description and Specification Job Description Components • Identification • Essential Functions and – Job title Duties – Reporting relationships – Lists major tasks, duties and – Department responsibilities – Location • Job Specifications – Date of analysis – Knowledge, skills, and • General Summary abilities – Describes the job’s – Education and experience distinguishing responsibilities – Physical requirements and components • Disclaimer – Of implied contract • Signature of approvals ilm.com.pk the biggest community for students and professors where they find lot of lectures and Projects. ilm.com.pk ilm.com.pk
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