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Chapter 5

MHR 523 Chapter Notes - Chapter 5: Nominal Group Technique, Human Resources, Delphi Method


Department
Human Resources
Course Code
MHR 523
Professor
Kristyn Scott
Chapter
5

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Chapter 5
STRATEGIC IMPORTANCE OF HUMAN RESOURCES PLANNING
Human resources planning (HRP): the process of forecasting future human resources requirements to
ensure that the organization will have the required number of employees with the necessary skills
-existing labour shortage in Canada is forecast to increase to one million workers over the next 15 years
-Human resources planning model:
step 1) Forecast demand for labour
-considerations & techniques utilized
Step 2) Analyze Supply
-internal & external analysis
Step 3) Implement human resources programs to balance supply and demand
-labour shortage & surplus
-Conditions and possible solutions:
A) When labour demand exceeds labour supply
-performance management, training and retraining, and career development play a
critical role
B) When labour supply exceeds labour demand
-evaluating the effectiveness of layoffs and downsizing is critical, as is managing
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C) When labour demand equals labour supply
-performance management, training, and career development are critical in achieving
balance
THE RELATIONSHIP BETWEEN HRP AND STRATEGIC PLANNING
-determining how many people will be available is a critical element of the strategic planning process;
decisions regarding how positions will (]oouµ]vPÁ]Z}Z}(Z(]u[,Z
plans
-HRP and strategic planning become effective when a reciprocal and interdependent relationship exists
between them
THE IMPORTANCE OF ENVIRONMENTAL SCANNING
-external environmental factors most frequently monitored:
-economic conditions (general, regional, and local)
-market and competitive trends
-new or revised laws and the decisions of courts and quasi-judicial bodies
-social concerns related to health care, childcare, and educational priorities
-technological changes
-demographic trends
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