IB- Human resource Planning Flashcards
Explain what HR/ Workforce planning is and what it’s aims are?
HR planning:
Is the process of analysing and forecasting the number of workers and the skills of those workers- that will be required to achieve firms objectives.
Aims:
- to recruit capable, flexible and committed people (to get the right people in the right jobs at the right time and cost)
- to manage and reward their performance and developing their skills to benefit the organisation.
Explain the Workforce Planning process
It involves two main stages:
- forecasting the number of staff needed
- forecasting the skills needed.
For the number of staff, it depends on:
- forecasting demand for firms product.
- the productivity levels of staff
- the objectives of firm
- labour turnover (a measure of how many people leave firm over given time)
And absenteeism ( how many are absent without a good excuse)
Forecasting the skills required depends on:
- the pace of technological change
- the need for flexible or multi-skilled people
What’s the difference between a workforce audit and plan?
Workforce audit: a check on the skills and qualifications of existing employees.
(The starting point of workforce plan)
Workforce plan: thinking ahead and establishing the necessary skills of the workforce required by firm to meet objectives.
E.g if the firm wanted to expand to foreign markets
What’s meant by Demographic Change?
It’s the changes in size. Structure and distribution of populations over time and place.
This affects the potential supply of labour.
Labour mobility. What are the diff types?
Occupational mobility of labour:
The extent at which workers are willing and able to move to different jobs requiring different skills
Geographical mobility:
Where workers are willing to move to a new location to take up a new job
Types of Demographic change?
Population growth:
These rates are vital to long term workforce planning
Urbanisation:
The movement of a country’s human resources from rural areas into cities.
Migration:
Significant to workforce planning and especially government policies that may either facilitate or hinder this, can have large impacts on workforce panning.
The Effect of Demographic change on labour supply?
1) Natural population growth-
✔️it may be easier to recruit good staff as working population increases.
✖️increased birth rates may take years before they impact working population.
2) Net Migration:
✔️ easier to recruit staff at low pay
Highly qualified staff might be recruited from abroad.
✖️Reduce competitiveness due to “brain drain” of qualified staff
Immigrants may need training e.g language
3)Ageing Population
✔️ it’s often claimed that older staff are more loyal and reliable than younger workers.
✖️ older staff may be less flexible and adaptable e.g technology
What are the reasons for LOW mobility of labour in developed countries?
- high levels of home ownership. So workers are reluctant to pay the cost in time and money for arranging house sale/ purchase.
- high level of skills- in one occupation may mean workers are not equipped to deal with machines and new tech in other industries or jobs
Reasons for relatively HIGH mobility of labour in developing countries?
- Home ownership is low
2. Low level of skills so the workers can undertake low skilled jobs in diff industries
Recruitment and Selection process:
What is meant by Recruitment?
Recruitment is:
The process of identifying the need for a new employee,
defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and hiring the best one
5 steps in the recruiting and selecting process:
After a job analysis is performed:
- job advertisement is produced, outlining the job description (detailed list of key points about job/ task and roles)
- person specification (list of qualities, skills and qualifications that a successful candidate must have)
- a short list is drawn up
- interview process
Advert has to follow T.R.A.P.S
Truthful- no false claims
Relevant- to the point
Accurate- must be precise about job description and person specification.
Positive- help+ encourage people to apply for a job
Short- it’s expensive so put out necessary info
Application process?
Application form
CV
Covering letter of motivation
Advs and Diasadvs of Internal and External Recruitment?
Internal: when employee is recruited inside the firm.
✔️cost effective
Less downtime
Less risk
✖️fewer applicants - lack of variety Time consuming ( relocate lower level workers) No new ideas Internal politics ( conflict within firm)
External: process of hiring people from outside the organisation.
Methods include: adverts employment agencies head hunting job centres.
What are appraisals?
Is a formal assessment of an employees performance in fulfilling his/her job (performance manager)
Reasons: Assess training needs To aid professional development Helping to set new goals Helps to reflect Helps in assessing suitability for promotion
