Академический Документы
Профессиональный Документы
Культура Документы
Learning Outcomes
Learning Outcomes
Helps organization:
continue
d
Human Resources Planning | 5-6
Human Resources
Planning Model
Environmental Scanning
economic conditions
market and competitive trends
new or revised laws relating to HR
social concerns (health care, childcare, educational
priorities)
technological changes
demographic trends
Skills Inventories
Management Inventories
summary of current employees education,
experience, interests, and skills
used to identify eligibility for
transfer/promotion
Management inventories
Skills inventories
Replacement Charts
Replacement Summaries
depiction of who will replace whom in the
event of a job opening
internal candidates age, present
performance rating, and promotability
status are listed
Replacement summaries
Replacement charts
Sample Management
Replacement Chart
Succession Planning
Markov Analysis
Markov Analysis
Forecasting Supply of
External Candidates
general economic conditions
interest rates, wage rates, inflation,
unemployment rates
labour market conditions
demographics: education levels, age,
gender, marital status
occupational market conditions
relevant occupations (as applicable): e.g.
engineers, skilled labour, accountants, etc.
Human Resources Planning | 5-18
Ratio analysis
ratio of business activity and number of employees
needed, e.g. sales revenue per salesperson
Scatter plot
used to determine whether two factors (business
activity and staffing levels) are related
Regression analysis
examines the statistical relationship between
business activity and employees
Human Resources Planning | 5-19
Trend analysis
predict future needs based on past employment
levels
Staffing table
Staffing Table
Labour shortage
hiring freeze/attrition
early retirement buyout programs
job sharing
work sharing
reduced workweek
layoff
termination
leave of absence
Human Resources Planning | 5-24
Considerations:
recruiting
Internal solutions: