Human Resources Planning Flashcards
Corporate strategy leads to a strategic plan. What are the four types
emergent (plan that changes incrementally due to envir changes), intended (formulated plan), realized (implemented) discarded
What are four human resources planning strategies?
- growth (mergers and acquisitions, incremental, international)
- stability (content, can be temp strat)
- turnaround (attempt to increase viability of org, part of restructuring)
- restructuring (turnaround, divestiture - sale of part of org, liquidation, bankruptcy)
benefits of strategic planning include
clarity, coordination, efficiency, incentives, adjustment to change, career development
the articulation of the purpose of the org and the value it creates for customers
mission
defines long-term goals ‘where are we going?’
vision
basic beliefs that govern individual and group behaviour in an org
values
Porter’s 5 business strategies
- low-cost
- differentation
- best-cost
- focused/market niche low cost
- focused/market niche differentation
Specify values put on HR that informs an org’s policies and procedures
HR philosophies
Direct and constrain development of specific practices
HR policies (ex. increase diversity)
recruitment, selection, appraisal are types of
HR practices
Environmental scanning process
scanning, monitoring, forecasting, assessing
Environmental influences
economic climate, globalization, political and legislative factors, technological factors, demographic factors, social and cultural factors
The heart of the HR planning process
HR forecasting
when internal work force exceeds org’s requirement/demand for personnel
hr surplus
demand for hr exceeds current personnel available in workforce
hr shortage
Steps in forecasting process
identify org goals/objectives, determine hr demand, assess in-house skills, determine net demand requirements to be met by external supply, develop hr programs/plans
Steps in succession management process
align succession management plans with strat, identify skills and competencies needed to meet strat objectives, identify high potential e’e, provide developmental opportunities and experiences, monitor success
long-term-changes in skillset in org- replacing high level skills (org strategy)
succession planning
short-term like paternity leave (job)
replacement planning
fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed
business process re-engineering
The change model is 3 parts
unfreezing, moving, refreezing
long-term strategy that changes culture, attitudes and values of e’e to reduce costs and enhance quality
systematic change
Decisions were objective, fair to device who to let go
procedural justice
how survivors of downsizing feel those affected feel
interactional perceptions of justice
