Chapter 2 (+HR planning) Flashcards
What points does strategic HRM takes into account?
- business strategy
- environment
- employees
- merges and acquisitions
- competitive advantage
They all affect each other, they are interdependent
What’s personnel or employment planning?
It’s the process of deciding which positions have to be filled and how we’ll fill them
Most companies call the process of deciding how to fill most important executive jobs = SUCCESSION PLANNING
Which are the 4 dimensions of HR planning?
- number of employees needed (QUANTITATIVE DIMENSION)
- the qualification needed (QUALITATIVE DIMENSION)
- point in time where the employee will be needed (TIME DIMENSION)
- location where employee is needed (PLACE DIMENSION)
What are personnel or HR planning characteristics?
- is an integral part of a firm’s strategic and HR planning process
- management build employment plans on their assumptions
- the positions they have to fulfil appear usually due to: plans to enter new businesses, plans to build new plants, plans to reduce costs…
- HR planning is the basis for recruiting, development of personnel and layoff of personnel (despedir)
Steps of forecasting personnel needs
- TREND ANALYSIS: estudiar las variaciones de necesidad de empleados para hacer un forecast para las necesidades futuras. Si hay cambios en el volumen de ventas o en productividad. Ver numero total de empleados y cuantos en Ada su grupo y con que capacidades.
- RATIO ANALYSIS: the usual process is to forecast revenue and then calculate the size of the staff required to achieve the sales volume.
- SCATTER PLOT: una herramienta para medir la relación entre dos variables
SUPONIENDO SIEMPRE QUE LA PRODUCTIVIDAD SE MANTIENE CONSTANTE
DISADVANTAGES OF THESE APPROACHES
- focus exclusively en el forecast e historical sales con relación a personnel
- assume that the firm’s structure and activities will stay the same
- not consider impact on future staffing levels when an strategic initiative appears
- support outdated compensation plans that reward cuantos mas tengas a tu cargo
- tend to believe that increases in staff is inevitable
- tend to validate existing planning processes and ways of doing things even in times of change
LEVELS OF HR PLANNING
- INFLUENCING FACTRORS: external, internal, personnel and social
- HEADCOUNT: el workforce actual (quantity and quality)
- GROSS PERSONNEL REQUIREMENT: personnel needed (quantity and quality). Inside we have OPERATIONS REQUIREMENT (time neede to achieve goal) and PERSONNEL BUFFER REQUIREMENT (takes into consideration vacation, sickness, planned trainings…)
- NET PERSONNEL REUIREMENT
2 OPTIONS:
- PERSONNEL RECRUITMENT
- STAFFING CUTBACK
What should the workforce plan include?
- the position to be filled
- potential internal and external candidates or sources to cover positions
- training and promotions moving people into the positions they will have
- resources needed to implement plan (recruiting fees, estimated training costs, relocation costs and interview expenses)
When and why do you have to review workforce plans?
You need to review them every year so that your company has time to implement a plan to address replacing employees who will soon retire. So in workforce planning you have to pay continuous attention to these issues
What is SUCCESSION PLANNING?
Developing workforce plans for company’s top positions to enhance performance
What’s the SUCCESSION PLANNING PROCEDURE?
- based on strategic and business plans, top managers and HR director, identify what company’s future key position needs will be.
- after identifying the key positions, we create candidates for that jobs (internal and external) and giving them the developmental experiences in order to be viable candidates
- at end address the candidates and select the ones for those positions
What is JOB ANALYSIS/DESCRIPTIONS?
Is the procedure through which you determine the duties of a department’s position and the characteristics of the people should have for that position.
- list of what job entails (work activities, required human behaviours, machines or tools used…) and what kind of people to hire for job
Job analysis information leads to job description !!!!
When do we use te job analysis information?
- recruitment and selection
- compensation
- training
- performance appraisal
What is the benefit of a job description?
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How can you conduct a job analysis?
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