HROB 2100 Study Guide - Final Guide: Workplace Hazardous Materials Information System, Trade Union, Employee Assistance Program

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2100
• Professor: Rhonda Gordon

Document Summary

Human resources planning (cid:862)the p(cid:396)o(cid:272)ess of fo(cid:396)e(cid:272)asti(cid:374)g futu(cid:396)e hu(cid:373)a(cid:374) (cid:396)esou(cid:396)(cid:272)es (cid:396)e(cid:395)ui(cid:396)e(cid:373)e(cid:374)ts to e(cid:374)su(cid:396)e that the organization will have required number of employees with the necessary skills to meet its st(cid:396)ategi(cid:272) o(cid:271)je(cid:272)ti(cid:448)es(cid:863) Helps organization: meet strategic goals and objectives, achieve economies in hiring new workers, make major market labour demands successfully, anticipate and avoid shortages and surpluses of human resources, control or reduce labour costs. Step 1: forecasting the availability of candidates (supply) Step 2: forecasting future hr needs (demands) Step 3: planning and implementing the hr programs to balance supply and demand. External environmental factors monitored include: economic conditions, market and competitive trends, new or revised laws regarding hr, social concerns (health care, child care, educational priorities, technological changes, demographic changes. Skills inventories and management inventories: skill inventories. U(cid:373)(cid:373)a(cid:396)(cid:455) of (cid:272)u(cid:396)(cid:396)e(cid:374)t e(cid:373)plo(cid:455)ees" edu(cid:272)atio(cid:374), e(cid:454)pe(cid:396)ie(cid:374)(cid:272)es, i(cid:374)te(cid:396)ests a(cid:374)d skills. Summary of management employees qualifications, skills interests, managerial responsibilities. Used to identify eligibility for transfer or promotion.