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HR planning is to make predictions of future needs of the organization according to the organization goals and develop action plans for meeting the needs in the future. HR Planning is part of the organizations strategic planning. The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.
Types
of HR Planning:
Long-term plan: 5years and above. Mid-term plan: 2 to 4 years. Short-term plan: 1 year.
Features
of HR planning:
Consistency: consistent to organization goals. Continuity: between long-term, mid-term and short-term. Flexibility: adapting according to change. Accuracy: be as close as possible to reality.
A. What to predict
Quantity of employees needed in the future. How many people do we need? Quality of employees needed in the future. What will be the requirement of people? Skill variety and managerial development. What kind of skills and managerial expertise do we need?
Method of internal Prediction Bottom-up To make predictions of future needs through the hierarchical structure of the organization. Trend Analysis/Ratio Analysis: To study a factor that affects employment over time and make prediction on that basis. Multiple Factor Analysis: To study a number of factors that affect HR changes in the organization in the past 5 to 10years.
B.
Personnel files are records of the employees education, training, performance, promotion, etc.
Job
posting: publicize the open job to employees and list its attributes like qualifications, working schedule and pay rate. Succession planning: To identify candidates for managerial positions.
A.
B. C. D. E.
Labor market. Employment service agencies. Schools and colleges. Referrals and walk-ins. Internet.
Overtime:
for cyclical or short-term needs. Job rotation: balance needs of different sectors and develop managerial talents. Training and development: for long-term needs. Reemployment: employ retired employees or extend their time of services. Recruiting temporary workers: for seasonal jobs. External recruitment: for needs that cannot be satisfied internally.
Job
rotation: to move surplus labor internally. Off-job training: to prepare for future needs. Expand production: to make use of surplus workforce. Reduce working time/job sharing; to improve quality of work life. Layoff: to ask employees to leave temporarily. Early retirement: to allow employees retire earlier. Vocational training: to prepare employees for new jobs.
In developing action plans, we need to consider the following factors: Organization goals and social commitment. Employee motivation and loyalty. Cost and benefits.
Environmental constraints
Identification and selection of competent employees
Recruitment
Selection
Decruitment
Orientation
Training
Performance Appraisal
Career Development
Competent and highperforming employees who are capable of sustaining this high performance over the long term
Environmental constraints
Recruiting is the process of discover the potential applicant for actual or anticipated organizational vacancies. It is also the process of searching for prospective employees and stimulating them to apply for the job in the organization. THE RIGHT MAN IN THE RIGHT PLACE AT THE RIGHT TIME Recruiting is to build an applicants pool for future needs.
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
What
How many qualified applicants were attracted from each recruitment source?
Assessing both the quantity and the quality of the applicants produced by a source.
High
performance recruiting
Using a benchmarks-oriented approach to analyzing and measuring the effectiveness of recruiting efforts such as employee referrals.
Definition Recruitment is the process of finding and attracting capable applicants for employment.
Recruitment sources: Competitors Make a list of people you want to hire and when the right moment comes hire them. David Oglivy "If each of us hires people who are smaller than we are, we shall become a company of dwarfs, but if each of us hires people who are bigger than we are, we shall become a company of giants." David Oglivy
Recruitment sources: Outdoor (Roadside Billboards) & Transit (posters on buses & subway
You can buy a mans time, you can buy a mans physical presence at a given place; you can even buy a measured number of skilled muscular motions per hour or day; but you cannot buy enthusiasm, you cannot buy initiative; you cannot buy loyalty; you cannot buy devotion of hearts, minds and souls. You have to earn these things.
INTERNAL
ADVANTAGES
EXTERNAL
Cheaper than external recruitment Provides a worker whose strengths and weaknesses are already known Ensures continuity of employment Promotes loyalty to the organisation Builds morals
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