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Chapter 3

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

HRP is the process of getting the right number of qualified people into the right job at the right time. It is the system of matching the supply of people, internally and externally, with the openings the organization expects to have over a given time frame It should translate organizational objectives and plans into a timed schedule of employee requirements Workforce Planning or Personnel Planning
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

The success of HRP depends on how closely the HR department can integrate effective people planning with the organizations short-term and long-term business planning processes. HR needs vs. HR availability Variance: recruiting, training, transferring, laying off Strategy-linked HRP

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

1 2 3 4

Determine the impact of organizational objectives on specific organizational units Define the skills and expertise required to meet objectives

Determine human resource requirements in light of current human resources


Develop action plans to meet the anticipated human resource needs
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

Determine the impact of organizational objectives on specific organizational units Objectives of the human resource plan must be derived from organizational objectives Organizational objectives are affected by any of the following:

Government Economic conditions Competition Workforce changes Technology


HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

Define the skills and expertise required to meet objectives Operating managers should determine the skills and expertise required (not the available) to meet their respective objectives Methods of forecasting HR needs
Managerial Estimates, Delphi Technique, and Scenario Analysis Statistical Method and Modeling Method Benchmarking

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

Determine human resource requirements in light of current human resources Skills Inventory provides basic information on all employees, including a list of the names, certain characteristics, and skills portfolio of employees Management Inventory aside from biographical data, it includes brief assessment of the managers past performance, strengths, weaknesses, and potential for advancement
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

Develop action plans to meet the anticipated human resource needs Adding human resources Temporary hires and outsourcing less expensive (benefits, selection), new perspective, focus on the core business Reducing human resources natural attrition, downsizing (layoffs, terminations, early retirement inducements, voluntary resignation inducements)
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

Aside from skills and management inventory, succession planning is another HRP tool. It identifies specific people to fill key positions throughout the organization. An organizational replacement chart reflects both the incumbents and potential replacements for given positions. Potential replacements are nominated by management, then performance appraisal results are reviewed, developmental programs are formulated, and career paths are mapped out.
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

An HRIS is a database system that contains all relevant human resource information and provides facilities for maintaining and accessing these information. It also gets rid of many paper files human resource people and other areas of the organization maintain.

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo

Intranets can provide an easy tool that allows HR to streamline and automate a wide array of functions.

Basic Functions:

Employee communication, company directory, company handbook, news, stock information, etc. Linkage to outside benefits providers, web-based email, calendar and project scheduling, etc. Benefits enrollment, performance management, salary and wage reviews, electronic forms submission, etc.
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

Intermediate Functions:

Advanced Functions:

HUMAN RESOURCE MANAGEMENT


Pio G. Castillo