G1: Planning & Staffing Flashcards
Process through which an organization anticipates its future personnel needs and
devises strategies to ensure that it has the right people with the right skills at the right time.
Involves
forecasting both the demand for labor and the supply of talent, ensuring alignment between the
organization’s strategic goals and workforce capabilities
HR Planning
Give 1 importance of HR Planning
Aligns the workforce with the company’s strategic goals and objectives
Refers to the activities involved in recruiting, selecting, and onboarding employees to fill
organizational roles.
It focuses on placing the right people in the right positions, matching skills and
competencies to job requirements
HR STAFFING
What is the Link Between HR Planning and Staffing?
HR planning - identifies the workforce needs
Staffing - fills those needs by sourcing and
selecting the right talent.
Process of searching for prospective employees
and stimulating them to apply for jobs in the organization
Recruitment
2 types of recruitment
Internal recruitment
External recruitment
Recruitment which takes place within the concern or organization
Internal recruitment
Recruitment have to be solicited from outside the organization
External recruitment
Examples of modern recruitment strategies
Social media, Job boards, Referrals
Refers to the process of choosing from candidates those who will become employees of the
organization.
Selection
Process through which new employees acquire the necessary knowledge, skills and behaviors to
do their job effectively
Onboarding
Process that incorporates appraisal and feedback to make performance-based administrative
decisions and help employees improve.
Performance Management
Process of assessing performance to make decisions (for
example, about pay raises); focus is on the administrative use of the information.
Performance Appraisal
Refers to the assessment of performance with the goal of
providing feedback to facilitate improved performance; focus is on providing useful
information that employees need to enhance their KSAOs to perform well in a current or
future position.
Performance Development
Refers to the tools and methods that companies use to monitor performance metrics.
Key Performance Indicators (KPIs) tracking
Helps employees set clear objectives to achieve their goals and to perform well in their job
Objective and Key Result (OKR)
Encouraging new innovations establishes the resilience of the company; qllows the
employees discover new things, learn new skills, and provide better service.
Adapting to Change
Set standards and provide competitive compensation and benefits.
Turnover
Employees that promoted experience higher level of responsibility.
Promotions
Company must have their back up plans when there is a sudden losses in
the company
Market change
Employment Laws and Regulations (4)
- Equal Opportunity and Anti-Discrimination
- Minimum Wage and Overtime Pay
- Employee Benefits
- Workplace Safety
HR planning and staffing must be conducted
without discrimination based on protected characteristics such as race, religion, gender, age, or
disability.
Includes avoiding discriminatory language in job descriptions and ensuring fair
and unbiased selection processes
Equal Opportunity and Anti-Discrimination
HR planning must account for legal requirements regarding
minimum wage, overtime pay, and other compensation-related regulations.
Involves
ensuring accurate record-keeping and adherence to relevant wage and hour laws.
Minimum Wage and Overtime Pay
HR planning must consider legal requirements regarding employee benefits
such as health insurance, retirement plans, and paid leave.
Involves ensuring compliance
with relevant regulations and providing accurate information to employees about their benefits.
Employee Benefits
HR planning must prioritize workplace safety and ensure compliance with
relevant occupational safety and health regulations.
Involves conducting regular safety
audits, providing appropriate training, and implementing safety protocols to minimize risks
Workplace Safety
HR professionals handle sensitive employee information, including
personal details, financial data, and health records.
Data Privacy and Security
HR planning and staffing must consider _______, which govern collective bargaining,
unionization, and employee rights.
Labor Laws
HR decisions should be guided by principles of fairness and respect for all
employees
Fairness and Respect
Fairness and Respect in HR decisions involve: (2)
Avoiding Discriminatory Practice
Promoting Inclusivity and Respect
HR planning and staffing should be free from bias and
prejudice and ensure equal opportunities for all qualified candidates
Avoiding Discriminatory Practice
Creating a workplace culture that values diversity and
promotes respect for all employees is essential.
Promoting Inclusivity and Respect
HR decisions should be transparent and accountable with clear
justifications for actions taken.
Transparency and Accountability
Transparency and Accountability in HR involves: (2)
Open Communication with Employees
Involving Employees in Decision-Making
HR professionals should be open and honest with
employees about the reasons behind their decisions, address concerns and questions.
Open Communication with Employees
Employees should be involved in HR planning and
staffing decisions as well as providing input and feedback.
Involving Employees in Decision-Making
HR professionals should uphold the highest standards of integrity and honesty in all their
dealings with employees.
Integrity
Integrity in HR involves: (1)
Avoiding Conflicts of Interest
HR professionals should avoid situations that could create a
conflict of interest and ensure that decisions are made based on merit and not personal gain.
Avoiding Conflicts of Interest
CHALLENGES IN HR PLANNING AND STAFFING (3)
Economic Changes
Technological Disruption
Talent Retention
Impact of economic downturns (2)
Budget constraints
Uncertainty
During economic downturns, companies often face budget cuts, leading to
reduced hiring, layoffs, and wage freezes.
Budget constraints
Economic instability makes it difficult for organizations to predict future staffing
needs, affecting long-term HR planning
Uncertainty
Impact of economic growth (2)
Increased demand for talent
Wage Inflation
When the economy is booming, there’s often higher demand for
skilled workers, which can lead to talent shortages.
Increased demand for talent
Economic growth can drive up wages, making it more expensive to attract and
retain employees.
Wage Inflation
Automation, AI, and their effects on staffing (2)
Job displacement
New skill requirements
Automation and AI can lead to the displacement of certain jobs, requiring HR
to manage layoffs or retrain employees for new roles
Job displacement
As technology evolves, there’s a growing need for employees with new
skills
New skill requirements
Strategies for retaining top talent (3)
Competitive compensation
Career development
Work-Life balance
Providing opportunities for career growth and skill development can
increase employee satisfaction and loyalty.
Career development
Ensuring employees have a good work-life balance can help prevent burnout
and reduce turnover.
Work-Life balance
Strategies for managing turnovers
(2)
Exit interviews
Employee engagement
Conducting this can provide insights into why employees are leaving
and help address issues that might lead to higher turnover.
Exit interviews
Regularly engaging with employees and seeking their feedback can help
identify and address potential issues before they lead to turnover
Employee engagement
Involves predicting future workforce requirements based on various factors such as
business growth, market trends, and internal changes
Forecasting
Forecasting techniques involve: (3)
Trend Analysis
Scenario Planning
Workforce Analytics
Reviewing historical data to identify patterns and predict future needs
Trend Analysis
Developing different scenarios (e.g., economic downturns, rapid growth) to
prepare for various possibilities.
Scenario Planning
Using data-driven insights to assess current workforce capabilities and gaps
Workforce Analytics
Organization’s ability to adapt to changing needs
Flexibility
Flexibility in organizations involves: (3)
Develop a Flexible Staffing Strategy
Create a Talent Pool
Enhance Employee Development
Implement strategies like contingent staffing, outsourcing, and
cross-training to quickly adjust to changes.
Develop a Flexible Staffing Strategy
Build and maintain a pool of potential candidates to fill gaps as they arise
Create a talent pool
Invest in training and development to upskill current employees,
allowing for more flexible role assignments.
Enhance Employee Development
Key HR Metric (4)
Employee Performance Metrics
Recruitment Metrics
Retention Metrics
Employee Engagement Metrics
Types of recruitment metrics (3)
Time-to-Fill
Cost-per-Hire
Source of Hire
Measures the time taken to fill a position from the moment it is posted to the day the
candidate starts.
Time-to-Fill
Calculates the total cost of recruiting a new employee, including advertising, agency
fees, and recruitment team salaries.
Cost-per-Hire
Identifies which recruiting channels (e.g., job boards, social media, referrals) yield the
best candidates.
Source of Hire
Types of Employee Performance Metrics (2)
Performance Ratings
Productivity Metrics
Track employee performance through reviews and ratings.
Performance Ratings
Measure output relative to input (e.g., sales per employee).
Productivity Metrics
Types of Retention Metrics (2)
Turnover Rate
Retention Rate
Measures the percentage of employees who leave the company within a specific period.
Turnover Rate
The percentage of employees who remain with the company over a specified time
Retention Rate
Type of Employee Engagement Metrics (1)
Engagement Surveys
Collect data on employee satisfaction, motivation, and commitment.
Engagement Surveys
Utilizing Analytics for Staffing Decisions
(4)
Predictive Analytics
Workforce Planning
Recruitment Strategy Optimization
Employee Development and Succession Planning
Types of Predictive Analytics (2)
Attrition Prediction
Success Profiles
Use historical data and patterns to predict which employees might leave the
company.
Attrition Prediction
Analyze data to determine the traits and characteristics of successful employees, and
use this information to refine recruitment criteria.
Success Profiles
Types of Workforce Planning (2)
Demand Forecasting
Gap Analysis
Analyze trends and business needs to predict future staffing requirements.
Demand Forecasting
Compare current workforce capabilities with future needs to identify skill gaps.
Gap Analysis
Types of Recruitment Strategy Optimization (2)
Channel Effectiveness
Candidate Experience Analysis
Evaluate which recruitment channels yield the best candidates in terms of
performance and retention.
Channel Effectiveness
Assess feedback from candidates about their recruitment experience
to improve processes and enhance the employer brand.
Candidate Experience Analysis
Types of Employee Development and Succession Planning (2)
Skill Assessment
Succession Planning
Use data to identify skills gaps and areas for employee development.
Skill Assessment
Analyze the readiness of internal candidates for key roles.
Succession Planning
Involves improving the skills and knowledge that employees already have, often to keep up with
advancements in their current roles or to increase their proficiency
Upskilling Initiatives
Upskilling Initiatives (4)
Certification Programs
Advanced Technical Training
Leadership Development
Cross-Functional Training
Offering certifications in advanced areas relevant to an employee’s current
role.
Certification Programs
Providing training in emerging technologies, such as machine learning,
cloud computing, or cybersecurity.
Advanced Technical Training
Enhancing leadership and management skills through workshops, seminars,
or executive coaching.
Leadership Development
Allowing employees to gain expertise in areas adjacent to their current
role.
Cross-Functional Training
Focuses on training employees to acquire new skills needed for different roles or tasks within the
organization, especially if their current skills are becoming obsolete or if the business is shifting focus
Reskilling Initiatives
Reskilling Initiatives
(4)
Career Transition Programs
Online Learning Platforms
Internal Job Rotation
Partnerships with Educational Institutions
Creating structured programs to help employees transition into new
roles.
Career Transition Programs
Providing access to platforms like Coursera or Udacity for employees to
gain skills in entirely new fields
Online Learning Platforms
Implementing job rotation schemes to allow employees to gain experience in
different departments.
Internal Job Rotation
Collaborating with universities or technical schools to
offer tailored training programs or degrees.
Partnerships with Educational Institution
