DPB6013 HUMAN RESOURCE MANAGEMENT

SESI DECEMBER 2020

CHAPTER 3 - HUMAN RESOURCE STRATEGIC PLANNING

NO NAME MATRIC NUMBER

1 SUREEITHA A/P THIRUCHELVAN 18DSK18F1040
2 JENIFER A/P ANTHONYSAMY 18DSK18F1024
3 JEEVANESWARAN A/L MUNIANDY 18DSK18F1009
3.1.3 ILLUSTRATE THE ACTIVITIES
INVOLVED IN HUMAN RESOURCE
PLANNING
 a. Forecasting human resource
requirements
• goods or services must be forecasted
• forecast converted into people requirements for the activities
necessary to meet this demand
• There are several techniques for forecasting HR
requirements:
-zero-based forecast
-bottom-up forecast
-relationship between volume of sales and number of
workers required
 b. Forecasting human resource availability
• HR manager looks to both internal sources (current
employees) and external sources (the labor market)
• helps to show whether the needed employees may be
obtained from within the company
• whether the firm will be able to secure employees
with the necessary skills, and from what sources, is an
availability forecast
 C. Comparing requirements and
availability
Requirements

 Demand for the firm’s goods or service must be forecasted

The forecast is then converted into people requirements for the activities
necessary to meet this demand.
• For a firm that manufactures personal computers, activities might be stated in
terms of the number of units to be produced, number of sales calls to be made,
number of vouchers to be processed, or a variety of other activities.
 Availability
• To availability, the HR manager looks to both internal sources
(current employees) and external sources (the labor market).
• The determination of whether the firm will be able to secure
employees with the necessary skills, and from what sources, is
an availability forecast.
• Employees may be obtained from within the company, from
outside the organization, or from a combination of the two
sources.
• Another posibility is that the required skills are not
immediately available from any feasible sources.
 d. Strategy Setting
• can now be developed for accomplishing those objectives
• HR professionals should be highly involved in these
activities because
the composition of the workforce will certainly influence the
strategies chosen.
• consider two fundamental strategies: lowest cost and
differentiation.
e. Strategy Implementation

•leadership
•organizational structure
•information and control systems
•technology
•human resources
THANK YOU!