Professional Documents
Culture Documents
Pertemuan 2
Human Resources
Strategic Plan
HR Activities
2002 Southwestern College
213
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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
Environmental Scanning
The process of studying the environment of the
organization to pinpoint opportunities and threats.
Environment Changes Impacting HR
Governmental regulations
Economic conditions
Geographic and competitive concerns
Workforce composition
Forecasting
The use of information from the past and present to
identify expected future conditions.
Forecasting Methods
Judgmental
Estimatesasking managers opinions, top-down or bottom-
up
Rules of thumbusing general guidelines
Delphi techniqueasking a group of experts
Nominal groupsreaching a group consensus in open
discussion
2002 Southwestern College
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Forecasting HR Supply and Demand
HR Research
The analysis of data from HR records to determine the
effectiveness of past and present HR practices.
Primary Research
Research method in which data are gathered first-
hand for the specific project being conducted.
Secondary Research
Research method using data already gathered by
others and reported in books, articles in professional
journals, or other sources.
Benchmarking
Comparing specific measures of performance against
data on those measures in other best practice
organizations
Common Benchmarks
Total compensation as a percentage of net income
before taxes
Percent of management positions filled internally
Dollar sales per employee
Benefits as a percentage of payroll cost
2002 Southwestern College
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Doing the Benchmarking Analysis
Return on Investment (ROI)
Calculation showing the value of expenditures for
HR activities.
C
ROI
AB
A = Operating costs for a new or enhance system for the time period
B = One-time cost of acquisition and implementation
C = Value of gains from productivity improvements for the time period
Work Flow
Position Job
Design
Process of Set of job Set of related
analyzing tasks duties duties.
necessary for performed by a
production of a particular
product or person.
service.
Figure 4.1: Developing a Work Flow
Analysis
Job Analysis
Job Analysis
Process of getting
detailed information
about jobs.
Job
Descriptions
Job
Specification
s
Importance of Job Analysis
Job analysis is the building Work redesign
block of all HRM HR planning
functions.
Almost every HRM Selection
program requires some Training
type of information Performance appraisal
determined by job
analysis. Career planning
Job evaluation
Figure 4.5: Approaches to Job Design
Designing Jobs That Motivate: The Job
Characteristics Model
1. Skill variety extent a job requires a variety of skills to carry
out tasks involved.
2. Task identity degree a job requires completing a whole
piece of work from beginning to end.
3. Task significance extent the job has an impact on people.
4. Autonomy degree the job allows an individual to make
decisions about the way work will be carried out.
5. Feedback - extent to a person receives clear information
about performance effectiveness from the work itself.
Figure 4.6: Characteristics of a Motivating
Job
Designing Jobs That Motivate
Job Enlargement
Pay
Downsizing Demotions
reductions
Work Hiring
Transfers
sharing freeze
Natural Early
Retraining
attrition retirement
As the average age of many workers in skilled trades grows, the coming
demand for workers in many trades is expected to outstrip supply in the
United States. There is a potential for employers in some areas to
experience a labor shortage because of this.
Options for Avoiding a Shortage
Temporary
Overtime Outsourcing
employees
Technological
innovation
Table 5.2: HR Strategies for Addressing a
Labor Shortage or Surplus
Test Your Knowledge
Image advertising
Image advertising, such
as in this campaign to
recruit nurses, promotes
a whole profession or
organization as opposed
to a specific job opening.
This ad is designed to
create a positive
impression of the
profession, which is now
facing a shortage of
workers.
Recruitment Sources: Internal Sources
Referrals
Private employment
agencies
Advertisements in
newspapers and
magazines
Colleges and
universities
Electronic recruiting
Figure 5.3: External Recruiting Sources
Percentage of Employees Hired
Evaluating the Quality of a Source
True = A False = B
Applicants respond more positively when the recruiter
is an HR specialist than line managers or incumbents.
Applicants respond positively to recruiters whom are
warm and informative
Personnel policies are more important than the
recruiter when deciding whether or not to take a job.
Realistic job previews should highlight the positive
characteristics of the job rather than the negative.
Figure 5.4:
Recruits Who Were Offended by Recruiters
Enhancing the Recruiters Impact