Module 8: Manpower Planning/HR Planning/Workforce Planning Flashcards
Strategic Planning
the process by which top management determines overall organizational purposes and objectives and how they are achieved
What does strategic planning emphasize?
Emphasizes that workforce planning be actually embedded in the strategic planning process of the organization
What does strategic planning characterize?
Characterized by having senior leaders
participate in the process to come up with
general workforce directions
Manpower Planning/HR Planning/Workforce Planning
+ primary source for any company, process of estimating the optimum number of people required for completing a project, task or goal within time
+ systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time
+ process of deciding what positions the firm will have to fill, and how to fill them
Organizing
giving each subordinate a specific
tasks, establishing departments, delegating authority to subordinates, establishing channels of authority and communication, coordinating the work of subordinates
Human Capital Planning
has specific aspects that distinguishes it as a workforce planning methodology: segmentation, less specificity, time frame
Segmentation
Human Capital Planning
classifying job according to their importance to the business, and then matching these segments with specific workforce actions
Less Specificity
Human Capital Planning
level of analysis in HCP is job roles, families, or functions
Time Frame
Human Capital Planning
timeframe of the plan to be generated is 3 to 5 years
What are important concepts to remember in manpower planning?
- Strategy and Workforce Planning
- Forecasting Personnel Needs (Labor Demands)
- Forecasting the Supply of Inside Candidates
- Forecasting the Supply of Outside Candidates
- Predictive Workforce Monitoring
- Matching Projected Labor Supply and Labor Demand
- Succession Planning
Strategy and Workforce Planning
+ workforce/employment planning is best understood as an outgrowth of the firm’s strategic and business planning
+ personnel needs (demands), supply of the inside candidates, and one for the supply of outside candidates
+ analyzing the supply/demand gap and creating a plan to address future staffing needs
Statistical Regression
Strategy and Workforce Planning
using historical data to predict the required staffing level given certain variables which the organization would deem critical
Staffing Ratio
Strategy and Workforce Planning
numerical relationships between work volumes or output and the number of staff required to do that work or produce that output
3 Types of Gaps
- Staffing Levels
- Gaps in Skills or Capabilities
- Mix of both
Forecasting Personnel Needs (Labor Demands)
how many people with what skills will we need?
Trend Analysis
Forecasting Personnel Needs (Labor Demands)
studying variations in the firm’s employment levels over the past few years
Ration Analysis
Forecasting Personnel Needs (Labor Demands)
making forecast based on historical ratio between (1) some causal factor and (2) the number of employees required
Scatter Plot
Forecasting Personnel Needs (Labor Demands)
shows graphically how two variables
are related
Forecasting the Supply of Inside Candidates
determining which current employees are qualified or trainable for the projected openings
Markov Analysis
forecast availability of internal job
candidates
Forecasting the Supply of Inside Candidates
Forecasting the Supply of Outside Candidates
turning to outside candidates when there is no enough inside candidates to fill the anticipated openings
Predictive Workforce Monitoring
paying continuous attention to workforce planning issues
Succession Planning
ongoing process of systematically identifying, assessing, and developing organization leadership to enhance performance
