Chapter 1: HR Planning Discussion Flashcards
How employees are employed and managed
HRM
What is ADMU?
Acquisition
Development
Manintenance
Utilization
As a strategic, integrated, and coherent approach to the employment, development and well-being of employees in the organization
HRM
Strategic means
Outstanding, Efficient, Brilliant
Acquisition start from (1)_____, followed by series of (2)_____, and ends with (3)_____ and (4)_____.
- application letters
- interviews
- signing of contract
- placement
Development starts from (1)_____, follow with (2)_____, (3)_____, (4)_____, further (5)_____.
- orientation
- trainings
- seminars
- workshops
- education
Maintain equals to
Loyalty
Well maintained employees are known to be _____. Thus, maintaining the employees can decrease the organization’s _____.
loyal
turn over
Once there is a proper utilization, _____ is expected to follow.
promotion
Process of HR Planning
- Analysing Organizational Objectives
- Inventory of Present Human Resources
- Forecasting Demand and Supply of Human Resource
- Estimating Manpower Gaps
- Formulating the Human Resource Action Plan
- Monitoring, Control and Feedback
Process of HR Planning:
The objective to be achieved given the idea about the work to be done in the organization.
Analysing Organizational Objectives
Process of HR Planning:
From the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analysed.
Inventory of Present Human Resources
Process of HR Planning:
The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured.
Forecasting Demand and Supply of Human Resource
Process of HR Planning:
Comparison of human resoruce demand human resource supply will provide with the surplus or deficit of human resource.
Estimating Manpower Gaps
Process of HR Planning:
The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the palan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.
Formulating the Human Resource Action Plan