3 - HR Planning

Question 1

difficulty of HR forecasting

Answer 1

• concerns the future evolution of the organization
• concerns a human system with strong inertia
• has an effect on overall HR practices

Question 2

objectives of HR planning

Answer 2

detecting HR problems

identifying alternative solutions

analyzing consequences of alternatives

building solutions

avoiding drastic situations

Question 3

HR planning identifies

Answer 3

capability gaps - lack of skills/people/knowledge

capability surpluses - underutilized skills/people/knowledge

= talent pool development

Question 4

difficulty of HR planning

Answer 4

rapid changes in environment

free will of people

all HR functions are interrelated

has both quantitative + qualitative goals

Question 5

two processes of HR planning

Answer 5

employment planning - identifying HR needs to achieve company’s objectives

programme planning - selection of strategies + operations to follow up on employment planning

Question 6

goal of HR forecasting

Answer 6

allow organizations to have HR with the necessary skills + motivation to do necessary tasks on time

Question 7

employment planning functions

Answer 7

forecasting HR needs + resources

analysis of balance b/w the two

Question 8

demand forecasting methods

Answer 8

forecasts by managers and supervisors

trend analysis

regression models

linear programming

simulation models (contingency plans)

Question 9

if demand > supply forecasts

Answer 9

• increase retention/recruiting (S)
• change employee utilization (D)
• change company objectives to avoid lack of resources

Question 10

if supply > demand forecasts

Answer 10

• might need to downsize
• calculate costs of over-employment
• change utilization (retraining/redeployment)
• change company objectives (diversification/new markets)

Question 11

issues in planning

Answer 11

downsizing
outplacement
outsourcing
reengineering
work-life balance (benefit productivity + climate)

Question 12

downsizing

Answer 12

elimination of businesses, departments or tasks

• being as efficient + effective as possible

Question 13

reengineering

Answer 13

redefine distribution of tasks to increase efficiency

• job enlargement
• job enrichment
• elimination of redundant tasks

Question 14

outsourcing

Answer 14

hire 3rd party for execution of a task

\+ focus on core function
\+ less costs
\+ greater flexibility (shared risk)
- loss of know-how
- customer insatisfaction
- less alignment w/ org strategy + culture

Question 15

outplacement

Answer 15

managing leavers to avoid social costs of unemployment

• help people find jobs

Question 16

supply forecasting methods

Answer 16

analysis of the effective

identification of individual skills + potentials

identification of workforce movements (ex: leavers)

succession plans

Question 17

steps in HR planning

Answer 17

1. define organizational objectives
2. identify HR needs (demand forecasting)
3. identify leavers (supply forecasting)
4. reconcile supply + demand
5. plan all necessary actions

Question 18

forecasts approaches by managers and supervisors

Answer 18

bottom up approach: supervisors transmit forecasts to top managers

top down approach: top managers forecast

delphi method: gathers group of people to predict HR needs

Question 19

options for achieving work life balance

Answer 19

compressed week
annual hours
work from home
unpaid leave
shift swapping
term time working