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MGT 3320 Test 2

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Department
Management
Course
MGT 3320
Professor
All Professors
Semester
Spring

Description
MGT3320TEST2Ch5HumanResourcePlanningProcessHRPlanningoTheprocessofidentifyingthenumbersandtypesofemployeestheorganizationwillrequiretomeetitsobjectivesoSystematicallyreviewingHRrequirementstoensurethattherequirednumbersofemployeeswiththerequiredskillsareavailablewhentheyareneededoHowareyougoingtogettherightnumberofpeoplewiththerightskillsattherightplaceattherighttimeHRPlanningStepsoForecastingHRmanagerattemptstoascertainthesupplyofanddemandforvarioustypesofhumanresourcesTheprimarygoalistopredictareaswithintheorganizationwheretherewillbefuturelaborshortagesorsurplusesoCanuseeitherstatisticalorjudgmentalmethodsDeterminingLaborDemandoDevelopedaroundspecificjobcategoriesorskillareasrelevanttotheorganizationscurrentandfuturestateoOncetheseareidentifiedtheplannerneedstoseekinformationthatwillhelppredictwhethertheneedforpeoplewiththoseskillsorinthatjobcategorywillincreaseordecreaseinthefutureoLeadingIndicatorAnobjectivemeasurethataccuratelypredictsthefuturelabordemandDeterminingLaborSupplyoCallsfordetailedanalysisofhowmanypeoplearecurrentlyinvariousjobcategorieswithinthecompanyoItisthenmodifiedtoreflectchangesinthenearfuturecausedbyretirementspromotionstransfersvoluntaryturnoverandterminationsoCanbederivedfromeitherhistoricalorjudgmentaltechniquesoTransitionalmatricesshowtheproportionofemployeesindifferentjobcategoriesatdifferenttimesTypicallythesematricesshowhowpeoplemoveinoneyearfromonestateorjobcategorytoanotherstateorjobcategoryDeterminingLaborSurplusShortageoOnceforceastsforlaborofdemandandsupplyareknowntheplannercancomparethefigurestoascertainwhethertherewillbealaborshortageoralaborsurplusfortherespectivejobcategoriesWhensupplyequalsdemandthereisequilibriumWhensupplydemandthereisalaborsurplusWhensupplydemandthereisalaborshortageoGoalSettingandStrategicPlanningPurposeistofocusattentionontheproblemandprovideabenchmarkfordeterminingtherelativesuccessofanyprogramsaimedatredressingapendinglaborshortageorsurplusThegoalsshouldcomedirectlyfromtheanalysisoflaborsupplyanddemandandshouldincludeaspecificfigureforwhatshouldhappenwiththejobcategoryorskillareaandaspecifictimetableforwhenresultsshouldbeachievedOncethesegoalsareestablishedthefirmneedstochoosefrommanydifferentstrategiesavailableforredressinglaborshortagesandsurplusesThisstageiscriticalbecauseofthemanyoptionsavailabletotheplannerdifferwidelyintheirexpensespeedeffectivenessamountofhumansufferingandrevocabilityOptionsoDownsizingtheplannedeliminationoflargenumbersofpersonneldesignedtoenhanceorganizationaleffectivenessUsedduringalaborsurplus3Reasonswhycompaniesengageindownsizing1Organizationsarelookingtoreducecostsandsincelaborcostsrepresentabigpartofacompanyscoststhisisveryattractive2Closingoutdatedplantsorintroducingtechnologicalchangestooldplantsreducetheneedforlabor3ManyfirmschangelocationsofwheretheydobusinessDownsizingalsohasnegativeeffectsonlongtermeffectiveness1Downsizingisalossoftalent2Disruptsthesocialnetworksneededtopromotecreativityandflexibility3Letgoofpeoplewhoturnouttobeirreplaceableassets4EmployeeswhosurvivedownsizingbecomenarrowmindedselfabsorbedandriskaverseoEarlyRetirementProgramsTheageoftheworkforceisincreasingBabyboomergenerationisreachingthataverageageofretirementbutindicationsshowthattheyhavenoplansonretiringanytimesoonManyemployerstryvoluntaryattritionamongolderworkersthroughearlyretirementincentiveprogramsoEmployingtemporaryworkersMostwidespreadmeansofeliminatingalaborshortageTemporaryemploymentaffordsfirmstheflexibilityneededtooperateefficientlyinthefaceofswingsofthedemandforgoodsandservicesAsurgeintemporaryemploymentoftenprecededajumpinpermanenthiringandwasoftenanindicatorthattheeconomywasexpandingUsuallyduringtimeswherecompanieshavepeakproduction
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