séance 4 - HR planning Flashcards
why HR planning?
it allows to anticipate
what are the 4 major activities of HR staffing process?
- planning
- recruitment
- selection
- orientation
what are the 2 types of HR planning?
- quantitative: right number of resources at the right time
- qualitative: right competencies
how to assess needs in HR planning?
HR needs: how many, what skills look at the external environment: -economic environment -technology -strategy/merger/acquisition
what are the 2 aspects to look at to assess HR availability (amount & competency)
- external offer
- internal offer
what composes the external offer when you want to assess HR availibility?
- economic context
- demographics
- education system
- legal aspects
- immigration
what composes the internal offer when you want to assess HR availibility?
- retirement
- leaves
- resignation
- demotions
- dismissals
- layoffs
- average turnover
once you do the analysis of quantitative planning and it comes up with a shortage, what is the action plan?
- external recruitment
- postponement of retirements
- call-back of retired employees
- reorganization of work to focus on what matters
- work time increases
- production increases through technology
- moving production
- decreases in production
once you do the analysis of quantitative planning and it comes up with a surplus, what is the action plan?
- layoffs, permanent layoffs
- part-time work
- reduction in nb of working hours per day/week
- early retirements
- job sharing: sharing tasks
- leaves of absence, demotions, resignations
what composes the competency profile?
- knowledge (what you know)
- skills (how you apply what you know)
- attitudes (transferable competency)
- others (assets that you need)
what is the definition of knowledge?
info acquired through mental activity, refers to a rather theoretical
what is the definition of skill (ability)
practical competency resulting from applying knowledge to an occupational activity
what is the definition of attitude (behavior)
intrinsic qualities such as empathy and patience
once you do the analysis of qualitative planning and it comes up with a surplus, what is the action plan?
- participative management: implicate them in the decision making process
- career management
- increasing employee responsibilities (job crafting)
once you do the analysis of qualitative planning and it comes up with a shortage, what is the action plan?
- external recruitment: new product, market
- training (internal recruitment): how different from what we already have do we need?
- coaching: transfer of knowledge between employees already in the organization
what are the 3 steps to fill a position?
- job analysis: job description
- required competency (KSAO): competency profile
- determine selection criteria: criterias used to base decisions
how does HR do the job analysis?
collect and analyze information about job tasks and responsibilities, work context, materials used on the job and the level in the organization hierarchy (who,what,how,why,with whom, with what?)
how does HR do the job description?
synthesis of the information gathered in the job analysis: what is needed to do the job
what are some methods used to collect information for the job analysis?
- company documents
- secondary sources of information
- observation
- interview
- questionnaire
- notes taken by incumbents
what does the job description needs to contain?
- title of the position
- unit or division
- title of supervisor
- summary of main responsabilities
- main responsabilities and detailed tasks for each one of them
- other info (nb of employees, financial responsibilities, responsibilities for materials, working conditions)
- date written and name of persone who wrote it
what is the process to establish selection criterion?
- establish competency profile (KSAO)
- establish required criteria
- establish selection criteria
1) mandatory
2) possible
3) other - job posting
what are the 2 types of HR indicators?
- effectiveness
- efficiency
what is efficiency?
amount of resources used (money, time)
what is effectiveness?
achievement of one or many objectives
give some exemples of efficiency in manpower planning
- tie used for quality/qty planning
- nb of jobs analyzed by analyst
- delay to update all job descriptions
give some exemples of effectiveness in manpower planning
- % of job analyzed
- usefulness of the prediction (survey)
- % of department with replacement charts
