Date post: | 07-Apr-2018 |
Category: |
Documents |
Upload: | tariq-mansuri |
View: | 226 times |
Download: | 0 times |
of 20
8/6/2019 Hr Planning & Labour Markets
1/20
HR PLANNING & LABOUR
MARKETS
Managing People in Organisation
8/6/2019 Hr Planning & Labour Markets
2/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 2 of 22
Learning Outcomes
At the end of the session, you should be
able to:
Explain the HR planning process
Identify the factors to be considered
in strategy implementation
Describe some HR forecasting
techniques
8/6/2019 Hr Planning & Labour Markets
3/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 3 of 22
Learning Outcomes (continued)
At the end of the session, you should be
able to:
Define requirement and availability
forecasts
Differentiate mgt inventory from
skills inventory
8/6/2019 Hr Planning & Labour Markets
4/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 4 of 22
STRATEGIC PLANNING
Definition:
The determination of overall organizational
purposes and goals and how they are to be
achieved
Source: Mondy, et al. (1999) p.142
Levels of Strategic Planning: Each level has its own distinctive
characteristics, therefore strategy
formulation different
8/6/2019 Hr Planning & Labour Markets
5/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 5 of 22
STRATEGIC PLANNING (continued)
Levels of Strategic Planning:
Corporate-level Defining direction of organization for all levels
Business-level Management of interest & operations for a
particular business
Strategic Business Unit
Any part of a business org that is treatedseparately for strategic planning purposes
Functional Determining policies & procedures for specific
activities
8/6/2019 Hr Planning & Labour Markets
6/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 6 of 22
STRATEGIC IMPLEMENTATION
Factors to be considered in strategy
implementation:
Leadership
Organizational Structure
Information and Control Systems
Technology Human Resources
8/6/2019 Hr Planning & Labour Markets
7/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 7 of 22
HR PLANNING PROCESS
Definition:
Process of systematically reviewing HR
requirements to ensure that the required number
of employees, with the required skills, areavailable when they are needed
After Strategic Planning Process
Two Components: Requirement &Availability
Involves Forecasting of the two
components
8/6/2019 Hr Planning & Labour Markets
8/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 8 of 22
HR PLANNING PROCESS (continued)
HR Forecasting Techniques:
Zero-Base ForecastingEstimate based on current figures Bottom-Up Approach
Start estimates from lowest operative to managers
Use of Predictor Variables
Factors known to have an impact on a companysemployment levels
SimulationMathematical or other means of representing actual situation
8/6/2019 Hr Planning & Labour Markets
9/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 9 of 22
HR PLANNING PROCESS (continued)
Forecasting HR Requirements
An estimate of the numbers and kinds of
employees an organization will need in thefuture to achieve objectives
Forecasting HR Availability
A process of determining whether a firm
will be able to secure employees with thenecessary skills from within the company,
from outside the organization, or from a
combination of the two sources
8/6/2019 Hr Planning & Labour Markets
10/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 10 of 22
HR PLANNING PROCESS (continued)
Internal Sources of Supply:
Consideration for future positions to be
acquired internally from existing employee
profiles Hard to be achieved as corporation
expands
Skills Inventory:
Info maintained on the availability and
preparedness of non-managerial
employees to move either into higher level
or lateral positions in the org
8/6/2019 Hr Planning & Labour Markets
11/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 11 of 22
HR PLANNING PROCESS (continued)
Management Inventory:
Detailed data regarding each mgr in an
org; used in identifying individualspossessing the potential to move into
higher level positions
Info for replacement & promotion decisions
Skills and Management Inventory:
Push to maintain info in intranet databases
8/6/2019 Hr Planning & Labour Markets
12/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 12 of 22
HR PLANNING PROCESS (continued)
Succession Planning:
Process of ensuring that a qualified person is
available to assume a managerial position oncethe position is vacant
Succession Development:
Process of determining a comprehensive job
profile of the key positions and then ensuring
that key prospects are properly developed to
match these qualifications
8/6/2019 Hr Planning & Labour Markets
13/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 13 of 22
HR PLANNING
Surplus of Employees
More workers than needed (based on
Requirements & Availability) Possible solutions:
Restricted Hiring
Reduced Hours Early Retirement
Layoffs
8/6/2019 Hr Planning & Labour Markets
14/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 14 of 22
HR PLANNING: Downsizing
Downsizing:
A reduction in the number of people employed
by a firm (also known as restructuring &rightsizing)Source: Mondy, et al. (1999) p.158
Advantages:
Competitive source Focus on fundamental business
Cut through layers of waste
Lowering operational costs
8/6/2019 Hr Planning & Labour Markets
15/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 15 of 22
HR PLANNING: Downsizing(continued)
Disadvantages:
Trust level goes down
Not a guarantee of business success Might lose key people in process
8/6/2019 Hr Planning & Labour Markets
16/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 16 of 22
HR INFORMATION SYSTEMS (HRIS)
HRIS:
Any organized approach to obtaining relevant
and timely information on which to base humanresource decisions
Provides timely, accurate, concise, relevant and
complete information to managers/users
8/6/2019 Hr Planning & Labour Markets
17/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 17 of 22
HR INFORMATION SYSTEMS (HRIS) -continued
Reports that should be generated by HRIS:
Routine Exception
On-Demand
Forecasts
VIRTUAL HR ?
E-HR?
8/6/2019 Hr Planning & Labour Markets
18/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 18 of 22
Summary of Main Teaching Points
HR Planning involves Strategic
planning
The HR Planning Process
Forecasting techniques for human
resource
Difference between mgt and skillsinventory
Succession planning importance
8/6/2019 Hr Planning & Labour Markets
19/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 19 of 22
Summary of Main Teaching Points(continued)
Surplus of workers remedy
Downsizing concept
HRIS (HR Information Systems)
8/6/2019 Hr Planning & Labour Markets
20/20
HR PLANNING & LABOUR MARKETS
Managing People in Organisation BS865-2 Slide 20 of 22
Key Terms you must be able to use
If you have mastered this topic, you should be able to use the following terms
correctly in your assignments and exams:
HR Planning Process
Forecasting Inventory
Succession
Surplus Downsizing
HR Information System