Ch 5 Flashcards
Human
Resource
Planning
Process to ensure that an organization has
people available (employed) who have the right competencies, and that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives.
Approaches to HR Planning
Trend analysis
Quantitative approach
* Management forecasts
Opinions based on knowledge
* Staffing tables
Graphic representations of internal jobs
* Markov analysis
Tracks pattern of employee movements
* Skills inventory
Information on current employees
Results of HR
Planning
Usable information about the
demand for and supply of
employees
Demand and supply also
function of general economy
HR surplus vs. HR shortage
Forecasting the Supply of Internal Candidates
SKILLS INVENTORIES SUCCESSION/REPLACEMENT
Skilled employees get promoted to vacant roles
ANALYSIS
find the right employee
MARKOV MODEL
Markov models assume that the probability of an occurring event is dependent only on the current state of a system
Why is HR Forecasting Important?
Need sufficient amount of capable ppl to run a company
HR Deficit
Too few employees to complete the required
work
* Labour Shortage
HR Deficit Solutions
- Recruitment – new hires
- Transfers and promotions
- Focus on retention
- Sub-contract
HR Surplus
Too many employees
HR Surplus Solutions
- Hiring freeze + attrition
- Early retirement incentives
- Furlough (reduced work or temporary no work or pay, remain
employee) - Layoffs
- Downsizing
Recruitment Considerations
- Legal Requirements
- Bona Fide Occupational Qualification
- Systemic Discrimination
- Employment Equity
- Diversity
Recruitment
The process of locating and
encouraging people to apply for jobs
Methods of Locating Qualified Internal Job Candidates
Human Resources Management Systems
Succession Planning
Internal Job Posting
Recruiting Outside the Organization
Choice depends on labour market and position to be filled.
* Can include a variety of ways such as:
* Advertisements
* Internet
* Social media
* Employment agencies
* Educational institutions
Sources of Information about Applicants
Application
forms
Resumés
Interviews
Interviewing Methods
One-on-one
* Panel
* Telephone
* Technology-based
