HR planning Flashcards
What are the steps in HR planning?
1) environment scanning = external (economy, competitors) and internal (strategy, tech)
2) labour demand forecast = how biz needs affect HR needs (tech coming in maybe we dont need as many people, greater population though so more customers to serve)
3) labour supply forecast = project resource availability (less people in the generation, even less want to work in this field)
4) gap analysis = compare supply and demand ^ and see shortage or surplus
5) action programming = implement recommended solutions to projected surplus/shortage
6) control + evaluate = monitor effects of HR plan using criteria
What are the main strategies for handling a surplus (in order of where to start)
1) Hiring Freeze & Attrition (natural turnover)
2) Cut Hours / Part Time Work (= save $)
3) Offer Early Retirement
4) Temporary Leaves of Absence
5) Voluntary severance
6) Temporary Lay offs (bring ppl back as needed)
7) Transfers
8) Permanent Lay offs (last resort! - bc need consider long term where may have economy shift etc and need people back quick)
What is downsizing? Why downsize (6)?
= Activities undertaken to improve organizational efficiency, productivity and competitiveness that affect the size of the workforce
Why?
- Downturn in business (ex: less demand)
- Perceived need to cut costs
- Mergers and acquisitions (combine operations, dont need duplicates of positions)
- New technology (obsolete dept/position)
- Strategic change
- Restructuring the organization
What is the impact of downsizing?
not always great! research of s+p 500 companies showed that those who downsized only 1/3 acheived goals, most often with declines in motivation, more fatugue, more stress, people voluntarily turning over
downsizing savings are often offset by severance packages, lower productivity of leftovers, poor morale, etc.
What factors should impact who should be let go (first)?
- Seniority (could lose skilled workers!)
- Position or Department (same ^, may need specific skillset)
- Salary/ Wage level (choose highest paid bc biggest savings)
- Voluntary Severance (can lose top talent!)
- Early Retirement
- Relationships with customers (customers may leave with them)
- Performance Ratings (measurement should be objective)
- Skills/Qualifications assessment
- Future HR needs
How could you tell people to leave?
2 options usually:
A) only tell them when its confirmed
B) keep the trapnsaprenct continually (employees know whats happening, are prepared)
What supports can an employer offer for ‘survivors’ of a downsize?
- Set vision for the future
- Ongoing career planning & development
- Training for new job duties
- Adjust compensation & rewards
- Two way communication
- Employee surveys
- Employee assistance programs
What are some of the strategies for managing a human resource shortage?
Attraction: - Outsource - Temporary Staff - Earlier Recruiting - Expand Recruiting Channels & Sources - Hiring Bonuses - Improve Compensation - Non Traditional Labour (disabilities, first nations, recent immmigrants) Internal: - Overtime - Referral Bonuses - Transfer & Reassignments - Postpone Retirements - Improve Compensation
What are the 4 designated groups?
- women
- people with disabilities
- visible minorities (= not caucasian/european ancestry)
- indigenous
Who do employment equity regulations apply to?
- federal gov employees
- federally regulated employees + federal crown corporations
- provincially regulated employees with 100+ emlpoyees who wish to bid a contract with federal gov. of $1mil or more
What are the steps of employment equity?
1) review HR policies + practices to remove potential barriers
2) Survey internal workforce to determine designated group representation (survey)
3) Collect labour market data
4) Compare 2&3 determine if there is significant underrepresentation of designated groups (4/5ths rule)
5) Set goal and timetable to close gap
What are some potential barriers to employment equity?
- structural (literal physical things like stairs, no handrails, etc)
- interviews (who is condicting, what Qs)
- Boys club (male dominated workplace, old fashioned mindset, social networks - who is friend enough to be asked to the bar where a promotion is mentioned?)
- hours of work (family issues, etc.)
- finding a mentor
What is difference between quota vs goal + timetable? What is typical in canada for employment equity plans?
Quota = fixed amount/specific percentage Goal+timetable = strive to reach, but reality is possible to not hit but flexible!
Canada: hard quota not required
What are some reasons the goal + timetable model might be more ideal?
- dont need to hire unqualified applicants to meet quota
- wont need to violate established seniority rights
- dont need terminate, demote a non designated group member just to advance EE goals
