HR Administration Chapter 5.docx

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Western University
Management and Organizational Studies
Management and Organizational Studies 3385A/B

HRAdministrationChapter5HRPlanningTheImportanceofHumanResourcesPlanningHUMAN RESOURCE 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 to meet its strategic objectivesAnticipates and influences an organizations future by systematically forecasting the demand for and supply of employees Developing plans and activities to satisfy these needsEffective HRP helps an organizationoAchieve its strategic goals and objectivesoAchieve economies in hiring new workersoMake major labour market demands more successfullyoAnticipate and avoid shortages and surpluses of HRoControl andor reduce labour costsKey stepsoForecasting demand for labouroAnalyzing the labour supply oPlanning and implementing HR programs to balance supply and demandLack of inadequate HRP within an organization can result in significant costs positions left unstaffed severance pay required for large s of employees being laid offTheRelationshipbetweenHRPandStrategicPlanningStrategic plans are created and carried out by peopleDetermining how many people will be available is a critical element of the strategic planning processHRP and strategic planning become effective when a reciprocal and interdependent relationship exist between them1TheImportanceofEnvironmentalScanningThe most successful organizations are prepared are prepared for changes before they occurEconomic conditions market and competitive trends new or revised laws and the decisions of courts and quasijudicial bodies social concerns related to health care childcare and educational priorities technological changes and demographic trendsStepsinHRP1Forecasting future HR needs demand2Forecasting the availability of internal and external candidates supply3Planning and implementing HR programs to balance supply and demandStepOneForecastingFutureHRNeedsDemandForecasting the number and type of people needed to meet organizational objectivesSales are projected first in a manufacturing firm before determining staffing needs Several other factors should be considerediProjected turnoveras a result of resignations or terminationsiiQuality and nature of employeesin relation to what management sees as the changing needs of the organizationiiiDecisions to upgradethe quality of products or services or enter into new markets which might change the required employee skill mixivPlanning technological and administrative changes aimed at increasing productivity and reducing employee headcountsuch as the installation of new equipment or introduction of a financial incentive planvThe financial resourcesavailable to each departmentIn large organizations needs forecasting is primarily quantitative in nature and is the responsibility of highly trained specialistsQuantitativeApproachesTrendAnalysisTREND ANALYSIS the study of a firms past employment levels over a period of years to predict future needsThe purpose is to identify employment trends that might continue into the futureTrend analysis is valuable as an initial estimate only2
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