Planning for Human Resources

CHAPTER 3
REPORTERS: Cabullo, Yves Gio Reyes, Casey Magbitang, John Paul

Gaining Competitive Advantage

Things that should be identified to gain competitive advantage: Leadership skills needed for the various top-level jobs. Specific employees who are qualified to move into a given situation. Positions for which there are an insufficient number of internal candidates Needed developmental activities of each candidate

Human Resource Planning

Defined as the process of identifying and responding to organizational needs Aims to ensure that people with the appropriate characteristics and skills will be available when the organization needs them The thread that ties together all human resource activities and integrates these with the rest of the organization - Susan Jackson and Randall Schuler

HRM Issues and Practices

STRATEGIC PLANNING - a process in which a company specifies its overall purposes and objectives and indicates how these are to be achieved STEPS IN STRATEGIC PLANNING 1. Determine the organizational mission 2. Scan the organizational environment 3. Set strategic goals 4. Formulate a strategic plan

Demand Forecasting - predicting the number and types of people the organization will need at some future point in time

Statistical Approach - using numbers and statistics. Trend Analysis -demand is based on past business trends Ratio Analysis - between specific business factors and employees needed Regression Analysis - uses diagram relating the workforce and a business factor

Judgmental Approach - uses opinions and judgments Group Brainstorming - done by the experts Sales force estimates -usually done when new products are being introduced. -sales personnel predict what will be the demand for the new product. The company uses that estimation to know how much employees will be needed in production. Supply Forecasting - a process used to estimate which organizational positions will be filled at some future point in time

DEALING WITH OVERSUPPLY OF PERSONNEL Downsizing - drastically reducing the size of companys workforce DEALING WITH UNDERSUPPLY OF PERSONNEL

 Hiring Additional Workers - if you lack workforce, hire workforce. Training existing workforce - empower and equip them with necessary skills and knowledge for them to be able to cover up the lack of workforce.

Human Resource Information Systems Stores, manipulates and communicates information

Data contained in an HRIS *Job File - based on job analysis information *Employee File - about individuals equal employment opportunity (EE O)

HRIS on the net -Intranets: internet works accessible only to employees within the company. -Extranets: which link a firms intranet outside organizations and vendors.

Ensuring the Confidentiality Of HRIS Information Staffing - Line Manager(s) should responsible for ensuring that his or her unit is properly staffed at all times.

 Employee Retention - Line Manager(s) must treat him or her subordinates fair and consistent to remain with the company.

The Evaluation of HR Plans 1. Does the firm use the strategic planning concepts? 2. Is the HR department involved in overall strategic planning for the organization? 3. Are the company objectives and goals measurable and well communicated to everyone in the organization? 4. Do Managers delegate authority to departments following strategic plans? 5. Do managers do at all hierarchical levels plan effectively and continually? 6. Is the organizations structure shaped so that all departments are involved in the strategic planning g process? 7. Is employee morale responsible? 8. Are job specifications, duties. And descriptions clear? 9. Is the employee absenteeism low? 10. Are all units working toward the same goals?

CHAPTER QUIZ 3

1. Human Resource Planning is the process of identifying and responding to organizational needs. 2. Human Resource Planning does not aim to ensure that people with the appropriate characteristics and skills will be available when the organization needs them. 3. Demand Forecasting is a process used to estimate which organizational positions will be filled at some future point in time. 4. Supply Forecasting predicting the number and types of people the organization will need at some future point in time. 5. Leadership skills are not needed for the various top-level jobs. 6. Job File is contained in Human Resource Information Systems. 7. Judgmental Approach uses judgments and opinions. 8. Downsizing is adding workforce in the company. 9. Human Resource Information Systems stores, manipulates and communicates information. 10. Extranet is the internet that is accessible only to employees within the company.

KEY TO CORRECTION 1. T 2. F 3. F 4. F 5. F 6. T 7. T 8. F 9. T 10. F