Noe, Ch. 5 / Human Resource Planning Flashcards
human resource planning
identifying the numbers and types of employees the org will require to meet its objectives and comparing the present state of the org with its goals for the future and identifying what changes it must make in its human resources to meet those goals
forecasting
The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses
personnel forecasting: HR professional tries to determine the supply of and demand for various types of human resources, primary goal: predict which areas of org will experience labor shortages or surpluses
ways to forecast:
- trend analysis: Constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year (leading indicators: statistics/objective measures (of the economy, competitors, changes in tech) that accurately predict future labor demand) * at the most sophisticated level
* statistical planning models useful with long and stable history used to detect relationships among variables
determining labor supply:
- transitional matrix: A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period
goal setting and strategic planning
goal is to focus attention on the problem and provide a basis for measuring the organization’s success in addressing labor shortages and surpluses, goals should come from analysis of labor supply and demand, and include a specific figure indicating what should happen with the job category or skill area and specific timetable for when the results should be acheived
- for each goal, org must choose one or more human resource strategies
core competency
A set of knowledges and skills that make the organization superior to competitors and create value for customers
downsizing
The planned elimination of large numbers of personnel with the goal of enhancing the organization’s competitiveness, promotes future competitiveness, delivers fast results
how to downsize
- reducing costs
- replacing labor with technology
- mergers and acquisitions
- moving to more economical locations
why do some fail?
- initial cost savings give a temporary boost to profits, but long-term effects of an improperly managed downsizing effort is bad
- leads to loss of talent, disrupts social networks through which people are creative and flexible
- many companies wind up rehiring
- downsizing efforts fail because employees who survive become self-absorbed and afraid to take risks
outsourcing
Contracting with another organization (vendor, third-party provider, or consultant) to provide services
workforce utilization review
A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market
recruiting
Any activity carried on by the organization with the primary purpose of identifying and attracting potential employees
forecasting supply and demand can use…
statistical methods or judgement (statistical methods have little use in worldwide events like COVID), then orgs must rely on subjective judgement of experts
phased-retirement program
org can continue to benefit from the experience of older workers while reducing the number of hours these employees work, as well as the cost of those employees, can give older employees the economic and psychological benefits of easing into retirement
