A Thought To Share

Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen.
Winston Churchill

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 databasessources of information about employees knowledge, skills, and abilities (KSAs)

Human Resources Information Systems (HRIS)

Database systems containing the records and qualifications of each employee that can be accessed to facilitate employment planning decision.

Components of an organizational capabilities inventory

Workforce and individual demographics Individual employee career progression Individual job performance data

HRIS
Uses of HRIS oTo gain competitive advantage oTo track EEO data oTo make personnel decision Benefits of HRIS oHelpful in all HR activities oTime and cost saving oUser Friendly(quick & responsive)
Medical Records Workers Compensation Recruitment/ Selection HR Planning People Positions Health & Safety Benefits

Payroll
Employment Equity Jobs

Training and Development

Employee Relations Compensation

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
Economicweak product demand, loss of market share to competitors Structuraltechnological 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 People Materials Equipment

Activities Tasks and Jobs

Outputs Goods and Services

Evaluation

Developing Jobs for Individuals and Teams

Job Design
Organizing tasks, duties, and responsibilities into a productive unit of work.

Job Design

Job Performance

Job Satisfaction

Physical and 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
Job title Reporting relationships Department Location Date of analysis

Essential Functions and Duties

Lists major tasks, duties and responsibilities

Job Specifications
Knowledge, skills, and abilities Education and experience Physical requirements

General Summary
Describes the jobs distinguishing responsibilities and components

Disclaimer
Of implied contract

Signature of approvals

Thought For The Day

The journey to happiness involves finding the courage to go down into ourselves and take responsibility for what's there: all of it.
Richard Rohr