Professional Documents
Culture Documents
Spring2018/HRM 5-1
Human Resource Planning
Spring2018/HRM 5-2
Human Resource Planning
Table 5.1
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Strategy-Linked HRP
Strategy-linked HRP
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based on a close working relationship between human
resource staff and line managers
Time Frame of HRP
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HRP – An Evolving Process
Stage 1
Companies have no long-term business plans, and do little or no human
resource planning
Stage 2
Companies have a long-term business plan, but tend to be skeptical of
HRP
Stage 3
Companies engage in some aspects of human resource planning, but these
efforts are not integrated into long-range business plan
Stage 4
Companies do a good deal of human resource planning, and their top
managers are enthusiastic about the process
Stage 5
Companies treat human resource planning as an important and vital part
of their long-term business plan
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Steps in Human Resource
Planning Process
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Environmental Factors Affecting
Human Resource Needs
Changes in
Government
the
influences
workforce
General
The
economic
competition
conditions
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Methods of Forecasting
Human Resource Needs
1. Managerial estimates
Judgmental method of forecasting that calls on
managers to make estimates of future staffing needs
2. Scenario analysis
Using workforce environmental scanning data to
develop alternative workforce scenarios
3. Benchmarking
Thoroughly examining internal practices and
procedures and measuring them against the ways
other successful organizations operate.
Spring2018/HRM 5-12
Methods of Forecasting
Human Resource Needs
4. Delphi technique
Uses a panel of experts to make initially independent
estimates of future demand.
Intermediary then presents each expert’s forecast and
assumptions to the other members of the panel.
Each expert is then allowed to revise his or her forecast
as desired.
Process continues until some consensus or composite
emerges.
Spring2018/HRM 5-13
Video: HR Management: Planning & Forecasting
Spring2018/HRM https://www.youtube.com/watch?v=sP7Q51zHp4I
5-14
Skills Inventory Categories
Personal data
Skills
Special qualifications
Salary and job history
Company data
Capacity of individual
Special preferences of the individual
Spring2018/HRM 5-15
Skills Inventory
Advantages
Furnishes a means to quickly and
accurately evaluate skills
available within organization
Helps determine promotion and
transfer decisions
Aids in planning future employee
training and management
development programs
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Adding Human Resources
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Reducing Human Resources -
Downsizing
Reclassification
Transfer
Work sharing
Job sharing
Layoffs
Terminations
Early retirement
Voluntary resignation
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Other Approaches for Reducing
Human Resource Costs
Reclassification Transfer
demoting an involves moving the
employee, employee to another
downgrading job part of the
responsibilities, or organization.
a combination of
the two.
Work sharing Job sharing
seeks to limit occurs when two
layoffs and or more part-time
terminations individuals
through the perform a job that
proportional would normally be
Spring2018/HRMreduction of hours held by one
5-19 full-
Advantages
Its potential for producing more accurate and more timely
information for operating, controlling, and planning purposes than
manual or payroll-based systems can produce
Gets rid of paper files usually maintained
New software packages are much more user-friendly and, thus,
require less training and time to implement
Disadvantages
Its financial cost and labor requirements for implementing
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system –
these problems have greatly diminished as a result of new software
Applications for HRIS
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Important QnA
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