Human resource planning is a process by which an organization ensures that

it has the right number and kinds of people at the right place at the right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall strategic objectives

HR planning must be

linked to the organizations overall strategy to compete domestically and globally Corporate Strategy HR Strategy

Senior HRM staff need to lead top management in planning for HRM issues.

A mission statement defines what business the organization is in, including

why it exists who its customers are

strategic goals set by senior management to establish targets for the organization to achieve

Goals are generally defined for the next 5-20 years.

During a corporate assessment,

Strengths Weaknesses

Opportunities

Threats

HRM determines what knowledge, skills, and abilities are needed by the organizations human resources through a job analysis.

HR must ensure staff levels meet strategic planning goals.

An HR inventory report summarizes information on current workers and their skills HR information systems (HRIS)
process employee information quickly generate analyses and reports

Full Time Equivalent (FTE)

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Succession planning includes the development of replacement charts that

portray middle- to upper-level management positions that may become vacant in the near future list information about individuals who might qualify to fill the positions

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

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HR must forecast staff requirements.

HR creates an inventory of future staffing needs for job level and type, broken down by year forecasts must detail the specific knowledge, skills, and abilities needed, not just we need 25 new employees

 a units supply of human resources comes from:

new hires contingent workers transfers-in individuals returning from leaves

predicting these can range from simple to complex

Decreases in internal supply come about through:

retirements easiest to forecast

dismissals
transfers layoffs sabbaticals voluntary quits prolonged illnesses deaths

possible to forecast
possible to forecast possible to forecast possible to forecast difficult to forecast difficult to forecast hardest to forecast

Where will we find workers?

migration into a community recent graduates increases in the number of unemployed and employed individuals seeking other opportunities, either part-time or full-time

The potential labor supply can be expanded by formal or on-the-job training.

To match labor demand and supply, HR

compares forecasts for demand and supply of workers

LS>LD
LS<LD

Overstaffed Understaffed

LS = LD Fully staffed

Employment Planning and the Strategic Planning Process

demand for labor demand exceeds supply

Outcomes

define organization mission

assess current establish human resources corporate goals -- - - - - - - - - - - - and objectives HRMS: job analysis

recruitment

compare demand for and supply of human resources

supply exceeds demand

decruitment

supply of human resources

Job analysis is a systematic exploration of the activities within a job.

it defines and documents the duties, responsibilities, and accountabilities of a job and the conditions under which a job is performed

Job Description

Job Specification
Job Evaluation

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

Observation method Individual interview Group interview

job analyst watches employees directly or reviews film of workers on the job

a team of job incumbents is selected and extensively interviewed

a number of job incumbents are interviewed simultaneously

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

Structured workers complete a specifically designed questionnaire questionnaire Technical conference Diary
uses supervisors with an extensive knowledge of the job

job incumbents record their daily activities

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

Job descriptions

Job specifications Job Evaluations

job title job identification job duties/essential functions in order of importance minimal qualifications for job (KSAOs) Relative value of each job in the organization

They are critical to:

describing job to candidates guiding new-hires developing performance evaluation criteria evaluating jobs compensation worth Job Description.doc
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

Almost all HRM activities are tied to job analysis; it is the starting point for sound HRM.
safety & health

recruiting labor relations

selection

HR planning

job analysis job description job specifications

compensation

employee development

performance
management career development

employee training

Job design is how a position and its tasks are organized.

Skill Variety Task Identity Task Significance

Autonomy
Feedback from the job itself

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins

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Compressed work week

Flex time

Job Sharing

Telecommuting

1. HR planning must be separate from the organizations overall strategy. False! 2. A mission statement defines what business the organization is in. True! 3. To forecast staff requirements, HR creates an inventory of future staffing needs for job level and type, broken down by decade. False! 4. Job analysis is a systematic exploration of the activities within a job. True!

5. Job design is how a position and its tasks are organized.

True!
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Identify three (3) positions that you are going to open for your company. Make sure that the position is directly needed in your company. As much as possible, do not open managerial positions because future applicants may have very limited experiences. Prepare the Job Description and Specification for each of the position using the format discussed. Upload in MS Word Format

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Using the prepared job descriptions/specifications, design a job advertisement for each position. Standard poster size will be used in designing the ads. Soft copy only. Creativity will have the highest bearing in the scoring system. 10 minutes/ company Upload in PPT or JPEG format
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