MHR 411 Lecture Notes - Lecture 3: Swot Analysis

• School: Cal Poly Pomona
• Department: Management and Human Resources
• Course: MHR 411
• Professor: rubendelgado

Document Summary

Hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)e (cid:894)hr(cid:895) pla(cid:374)(cid:374)i(cid:374)g is the p(cid:396)o(cid:272)ess of fo(cid:396)e(cid:272)asti(cid:374)g the o(cid:396)ga(cid:374)izatio(cid:374)"s futu(cid:396)e employment needs and then developing action plans and programs for fulfilling these needs in ways that align with the staffing strategy. Hr planning involves learning about the employment environment, determining how many employees an organization will need in the future, and assessing the availability of employees in both the internal and external markets. The major legal issue for hr staffing planning is that of affirmative action plans (aaps). A different legal issue, that of equal employment opportunity (eeo) coverage for temporary employees and their agencies. The two most important internal influences on the planning process are the orga(cid:374)izatio(cid:374)"s st(cid:396)ateg(cid:455) a(cid:374)d the o(cid:396)ga(cid:374)izatio(cid:374)"s (cid:272)ultu(cid:396)e. There are three major sources of external influences on hr and staffing planning, namely: product market conditions, labor markets, and technology. First and most important influence on the planning pro(cid:272)ess is the o(cid:396)ga(cid:374)izatio(cid:374)"s o(cid:448)e(cid:396)all st(cid:396)ateg(cid:455).