Chapter 3: HR Planning

Question 1

HR planning

Answer 1

Process to find future HR needs and processes needed to support and enable

Question 2

levels of planning

Answer 2

level 1 - not planning anything
level 2- long-term business planning but minimal HR planning

level 3 - project 5 years ahead but do not integrate people planning into long-term business plan

level 4 & 5 - 5- 6 years ahead in planning and HR is a key priority
- level 5 has robust evaluation tools and tech to create long term plans

Question 3

HR planning process

Answer 3

Step 1: Forecast D for resources

Step 2: Assess Internal and External supply of resources

Step 3:Develop HR Objectives

Step 4: Design and implement HRM programs

Step 5: Establish Program Evaluation

Question 4

Types of forecasts to consider

Answer 4

Strategic plan 
demographic impacts
turnover
legal changes 
tech changes
competitor
budget and revenue 
new ventures
org and job design

Question 5

Expert forecasts for HR D

Answer 5

Nominal Group technique
- members meet face to face and write down their ideas and share them and rank them

Delphi Technique
- estimation of specific future events from a panel of experts using repeated surveys again and again until they all choose the same

Question 6

Trend Predicted forecasts for HR D

Answer 6

Extrapoluation: finding [ast rates of change and doing them for the future

Indexation:estimate future employment by matching employment growth with selected index like sales

Question 7

Other Forecasting Methods for HR D

Answer 7

New Venture analysis: finding HR needs from other similar firms

Question 8

Converting Forecast into Hr requirements

Answer 8

Staffing tables: show job openings for each job

Question 9

HR Audits to find internal supply estimates

Answer 9

skill inventories
- summary of knowledge , skill, and ability

Management & Leadership Inventories
- report of available management capabilities in org

Replacement chart
-visual representation of who will replace who

Question 10

Marvoc Analysisi

Answer 10

Find future D based on historical movement of employees across jobs

Question 11

Transitional mactrices

Answer 11

Probability of how quick job turnover

Question 12

External Supply estimates

Answer 12

Labour mkt analytics
community attitudes
Demographicphic trends

Question 13

HR objestives

Answer 13

process in how gaps can be addresses

Question 14

Strategies to manage over supply of HR; Head count Reduction

Answer 14

layoffs
leave w/o pay
incentives for voluntary separation
termination

Question 15

Attrition strategies

Answer 15

loss of employee due to voluntary departure from firm

hiring freeze
early & phased retirement

Question 16

Alternative work arragnements

Answer 16

Job sharing

Using part-time employees

Question 17

Strategies to manage shortage; Hire employees

Answer 17

Full-time

Part-time

Question 18

contract out work (shortage)

Answer 18

Outsourcing
crowd sourcing
- job done by one worker once is now done by large network of outsourced people

Question 19

What is HR information System

Answer 19

system that gathers, analyses, summarizes, and reports important data fro making and putting in place strategies

Question 20

What is HR information system functions

Answer 20

in small org
- just workers name, address, emergency #

In a large
-advanges