hr planninng

Human Resource Planning -- Outline : 

Human Resource Planning -- Outline I. What is it?

Human Resource Planning -- Outline : 

Human Resource Planning -- Outline I. What is it? II. Why is it important?

Human Resource Planning -- Outline : 

Human Resource Planning -- Outline I. What is it? II. Why is it important? III. How is it done?

Human Resource Planning -- Outline : 

Human Resource Planning -- Outline I. What is it? II. Why is it important? III. How is it done? IV. Is it really done?

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I. What is it?

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I. What is it? Human resource planning involves getting the right number of qualified people into the right jobs at the right time.

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II. Why is it important?

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II. Why is it important? A. often long lag times to fill positions

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II. Why is it important? A. often long lag times to fill positions B. often influences both turnover and productivity

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II. Why is it important? A. often long lag times to fill positions B. often influences both turnover and productivity C. the “demographic imperative” demands more such planning

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III. How do you do it?

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III. How do you do it? 1. It is a process of comparing human resource supply with human resource demand. A. General Comments:

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2. It works best when it is tied to: a. the organization’s strategic planning process III. How do you do it? 1. It is a process of comparing human resource supply with human resource demand. A. General Comments:

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2. It works best when it is tied to: a. the organization’s strategic planning process b. all available forecasts (technological, economic, market, etc.) III. How do you do it? 1. It is a process of comparing human resource supply with human resource demand. A. General Comments:

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3. When there are variances, action plans must be formulated, e.g., a. for surpluses, will organization use layoffs, retirement incentives, reduced hours, or something else? III. How do you do it? A. General Comments:

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3. When there are variances, action plans must be formulated, e.g., a. for surpluses, will organization use layoffs, retirement incentives, reduced hours, or something else? b. for shortages, will organization use overtime, temporary workers, or recruit new permanent workers? III. How do you do it? A. General Comments:

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1. Approaches to forecasting: a. Qualitative: III. How do you do it? B. Methods Used for Human Resource Planning: i. Expert opinions ii. Delphi technique iii. “Bottom-up” approach

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1. Approaches to forecasting: a. Qualitative: III. How do you do it? B. Methods Used for Human Resource Planning: i. Expert opinions ii. Delphi technique iii. “Bottom-up” approach b. Quantitative (mathematical modeling): i. Regression analysis / Trend analysis ii. Markov analysis

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2. Supply Analysis a. Skills inventories III. How do you do it? B. Methods Used for Human Resource Planning: i. Card systems ii. Human Resource Information Systems (HRIS)

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2. Supply Analysis a. Skills inventories III. How do you do it? B. Methods Used for Human Resource Planning: i. Card systems ii. Human Resource Information Systems (HRIS) b. Replacement charts / Succession plans

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IV. Does anybody really do this stuff? A. Nkomo (1987) survey of Fortune 500 organizations Implementation of Human Resource Planning (N = 264 responses)

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IV. Does anybody really do this stuff? A. Nkomo (1987) survey of Fortune 500 organizations Implementation of Human Resource Planning (N = 264 responses) 46% reported no formal HR planning

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IV. Does anybody really do this stuff? A. Nkomo (1987) survey of Fortune 500 organizations Implementation of Human Resource Planning (N = 264 responses) 46% reported no formal HR planning 39% reported some (incomplete) HR planning

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IV. Does anybody really do this stuff? A. Nkomo (1987) survey of Fortune 500 organizations Implementation of Human Resource Planning (N = 264 responses) 46% reported no formal HR planning 39% reported some (incomplete) HR planning 15% reported fully integrated HR planning

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IV. Does anybody really do this stuff? B. HRP techniques actually used: Implementation of Human Resource Planning Replacement charts Skills inventories Computer simulation Time series analysis Markov analysis Delphi technique 84% 51% 10% 5% 4% 3.5%