HRM 3430 Lecture Notes - Lecture 4: Job Analysis, Job Satisfaction, Organizational Culture
23 Apr 2017
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Why is strategic hr planning important to organizations: attempts to balance work required (incl. overtime costs) vs. workforce that performs the tasks to do the work (stress and fatigue) Insufficient work and too many employees inefficiencies and lower productivity: employees may become bored and unmotivated counterproductive behaviours. Increases organizational flexibility: reduces hr costs, ensures a close link age to the macro business forecasting process, ensures organizational requirements take precedence over issues of resource constraints and scarcity (hr supply & demand) Hr supply: source of workers to meet demand requirements, obtained either internally (cid:894)(cid:272)urre(cid:374)t (cid:373)e(cid:373)(cid:271)ers of the orga(cid:374)izatio(cid:374)"s workfor(cid:272)e(cid:895) or fro(cid:373) exter(cid:374)al age(cid:374)(cid:272)ies. Key personnel analyses conducted by hr forecasters: specialist/technical/professional personnel, employment equity-designated group membership, managerial and executive personnel, recruits. Designated group: identifiable groups deemed to need special attention because they typically receive the most discrimination within organizations. In canada, these include: aboriginal people, women, persons with disabilities, members of visible minorities.
