Presentation on HR planning

Presentation on HR planning: 

Presentation on HR planning BY:- NIHARIKA KHUSWAHA ANISHA GULIA

planning in HR involves…: 

planning in HR involves… External influences Human resources planning Staffing planning Legal issues

External influences: 

External influences Economic conditions Labor markets Labor unions

Economic conditions: 

Economic conditions Economic expansion and contraction Inflation, interest rates, currency exchange rates and govt. fiscal and monetary policies. Economic expansion /contraction is directly related to amount of job creation and growth. Movement of employees in, within and out of the organization depends on the prevailing economic conditions. Eg : Airline industry fueled by favorable economic conditions and rising consumer demand affects staffing in following ways:- Increased new hire rates Increased pay packages, reduction in required qualification Creates high turnover &shortages of pilots in commuter airlines and military, which in turn fashion their own responses to overall job expansion in the industry.

Labor Markets: 

Labor Markets Labor Demand : When organization expresses specific labor preferences and requirements. Labor supplies : When persons express their own job preferences and requirements. Both labor demand and supply contains quality and quantity components. Labor Demand: Employment Patterns Labor demand is due to consumer demand. Employment statistics are collected to understand employment patterns. It also projects the near future of industries booming and loosing .

Labor demand: KSAOs sought: 

Labor demand: KSAOs sought Occupations requiring an associate degree or more education will account for 40% of the job growth and occupations requiring no education beyond high school will account for 57% of the job growth. A very small proportion of jobs(3.5%) will require more than a bachelor’s degree. After survey : critical skill needs reported Basic computer Interpersonal Written communication skills More than 50% of the companies reported a critical skill deficiency in each of these skills.

Cont…: 

Cont… At the manager level, six skills are identified Rapid response Sharp focus Stress busting Juggling Team building

Labor Market: 

Labor Market September 2000 September 2001 Civilian non- institutional population 210,161,000 212,357,000 Civilian Labor Force 140,847,000 142,190,000 Employed 135,310,000 135,181,000 Unemployed 5,537,000 7,009,000 Not in labor force 69,314,000 70,167,000 Labor force participation rate(%) 67% 67% Unemployment rate(%) 3.9% 4.9%

Slide 9: 

Labor supplies : The labor force and its trends Inferences : Labor force growth is slowing . Slight upward movement in average number of working hours. A strong rise in proportion of employees who work very long hours in certain occupation, such as managers & professionals. Relatedly , there is an increase in multiple job holding. Growing number of immigrants. New federal and sate policies are forcing welfare recipient into labor force. People with disabilities and retirees may assume a greater presence in the labor force.

Slide 10: 

Labor supply: KSAO Available A Labor force survey has showed:- 28% of population age 25 or older had attained a college degree or higher. 16% had less than high school diploma. Remainder had education attainment levels within this band. Labor shortage and surpluses: When labor demand exceeds labor supply for a given pay rate, the labor market is said to be tight. Shortages tend to be job- occupation oriented. These shortages caused numerous responses:- Increased pay and benefit packages, Use of traditional labor, Use of temporary employees. Hiring bonuses and stock options, Lower hiring standards, Reduced hours of operation, Partnership with technical schools and colleges.

Slide 11: 

Employment Arrangement: Employees to be employed on a full-time or a part time basis. Issue of regular or shift work. Above two when used in combination. Use of independent contractors, on call workers and day laborers, temporary help agency and employees provided by a contract firm that provides a specific service. Contingent employees.

Labor Unions: 

Labor Unions Labor unions are legally protected entities that organize employees and bargain with management to establish terms and conditions of employment via labor contract. Labor and management are required to bargain in good faith . Issues under the purview of unions: Pay and benefits. Job descriptions, and classifications , seniority provisions , transfers and promotions. Lay-offs and terminations, Hiring pools , KSAO requirements. Grievance procedure, alternative dispute resolution procedures, employment discrimination protections. The contracts:- Standardize the terms and conditions of employment. Contract can’t be replaced by individual agreements with employees. Its binding and can’t be changed unilaterally by management.

Survey on employer opinions about needed skills : 

Survey on employer opinions about needed skills