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Slides - HRP - Mba (HR)
Slides - HRP - Mba (HR)
MBA I YR
HR Planning
What is HR Planning?
Why is it done?
What is the connection between a firms strategic orientation and HR planning? Impact ?
Introduction
Growth
Recruit adequate numbers and mix of qualifies workers. Plan management succession. Manage rapid internal labor market movements
Meet external market but consider internal equity effects. Establish formal compensation structures.
Mold effective management team through management development and organizational development.
Maturity
Encourage sufficient turnover to minimize layoffs and provide new openings. Encourage mobility as reorganizations shift jobs around. Plan and implement workforce reductions and reallocations, downsizing and outplacement may occur during this stage.
Decline
Improve productivity and achieve flexibility in work rules. Negotiate job security and employmentadjustment policies
Considerations
Product/service demand Technology Financial resources Absenteeism/turnover Organizational growth Management philosophy
Techniques
Trend analysis Managerial estimates Delphi technique
(Shortage) Recruitment
Full-time Part-time Recalls
Techniques
Staffing tables Markov analysis Skills inventories Management inventories Replacement charts Succession Planning
External Considerations
Demographic changes Education of the workforce Labor Mobility Government policies Unemployment rate
(Surplus) Reductions
Layoffs Terminations Demotions Retirements
FORECASTING SUPPLY
Quantitative Methods
Forecasting Demand
Qualitative Methods
Delphi Technique
An attempt to decrease the subjectivity of forecasts by soliciting and summarizing the judgments of a preselected group of individuals. The final forecast represents a composite group judgment.
Quantitative Methods
Forecasting Demand
Qualitative Methods
LABOR PRODUCTIVITY
(SALES/EMPLOYEE)
(SALES IN THOUSANDS)
2008
2009 2010 2011
3,306
3,613 3,748 3,880
10.02
11.12 11.12 12.52
330
325 337 310
2012*
2013* 2014*
4,095
4,283 4,446
12.52
12.52 12.52
327
342 355
*Projected figures
Replacement charts
Promotability
Replacement charts
Promotability Succession planning Skills inventory Transition (Markov) matrix
Markov Analysis
A method for tracking the pattern of employee movements through various jobs.
Replacement Charts
Listings of current jobholders and persons who are potential replacements if an opening occurs.
Succession Planning
The process of identifying, developing, and tracking key individuals for executive positions.
4. What should we do? - create plan of action to reconcile supply and demand
a. Set objectives
b. Generate alternatives
Alternative
The following definitions were used in this survey for alternative scheduling strategies:
Part-time: A regular employee who works fewer than 35 hours per week. Flextime: A system than enables employees to vary their schedules: Usually, the flexibility applies to starting and finishing times. Compressed workweek: A full-week schedule (usually 40 hours) than occurs in fewer than five days, such as four 10-hour days. 84%
Job sharing: Two or more employees split a full-time position, diving the responsibilities, and, to some degree, the compensation.
Work-at-home: A program that enables employees to complete work at home (or at a remote office closer to home) on a regular basis. It is often 13% referred to as flexplace or telecommuting.