BU354 Chapter Notes - Chapter 4: Visible Minority, Performance Appraisal, Flextime

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22 Oct 2012

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Human resources planning (hrp) is the process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meet its strategic objectives. Forecasted shortage of 1m workers over the next 15 years. Steps in human resource planning forecasting demand for labour: considerations: organizational strategic plans; economic conditions; market trends; social concerns; demographic trends, etc. techniques utilized: trend analysis; ratio analysis; scatter plot; delphi technique; staffing tables; managerial judgement, etc. Internal analysis: skills inventories; replacement summaries; succession planning: external analysis: labour market conditions; occupational market conditions. It is clear that hrp and strategic planning become effective when a reciprocal and interdependent relationship exists between them. Determining how many people will be available to carry out the strategic goals of the organization as well as what skills they have is essential to the strategic planning process. The most successful organizations are prepared for change before it even occurs.

Related Questions

Identify which human resources management activity is being illustrated in the following examples:

HR management activities:

staffing	compensation & benefits	training & development
compliance	employee relations

1) Identify which human resources management activity is being illustrated in the following examples:

6) _____ training and dev _____ A manager conducts job orientation for several new employees.

7) _____ An HR manager makes sure the company is following equal employment opportunity (EEO) laws.

8) _____ An HR manager negotiates with an insurance carrier to get a good deal for the company.

9) _____ An HR manager listens to and records an employee grievance.

10) _____ A supervisor negotiates a job offer with a candidate.

11) _____ A department manager develops an instruction manual for one of the company's job positions.

12) _____ An HR manager perfors background and reference checks on a potential candidate.

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Identify which human resources management activity is being illustrated in the following examples:

HR management activities:

staffing	compensation & benefits	training & development
compliance	employee relations

1) _________ An HR manager consults with an employee about her continuing education options.

2) _________ An HR manager solves a paperwork snag involving an employee's paycheck.

3) _________ A supervisor conducts a workshop on haw tn properly dispose of a certain chemical.

4) _________ An HR manager conducts an exit interview with retiring employee

5) _________ An HR manager mediates a conflict between an employee and his. 6)

6) _________ A manager conducts job orientation for several new employees.

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Case Study - 5

Breaking The Bargaining Pattern

Gilson steel is a local fabricating and supply firm. Situated in open country, far from the large steel making centers. The firm has been in business many years. About the third of employees have worked in the organization for more than ten years. Top management would like to get away from the current practice in which negotiations on wage matters and fringes follow the pattern. The firm’s president feels that industry – wide bargaining tends to divorce employees from the firm. He thinks they feel that their employer is a combination of U.S steel and bethlem steel instead of Gilson. He argues that the local firm which has prospered can do better by employees than is possible in national pattern. He says that the local conditions should be considered. His basic objection to current practice, however, is his conviction that it tends to divorce its employees from local employer. The labor relations manager has been urged to try negotiating terms at variance with the national pattern.

Answer the following questions: ·

What theory and policy do you read into the president’s suggestion? ·
How will his ideas fit into the existing pattern of public union policy? ·
Can you suggest a promising innovative approach?

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BU354 Chapter Notes - Chapter 4: Visible Minority, Performance Appraisal, Flextime

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