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human resources management > séance 4 - HR planning > Flashcards

séance 4 - HR planning Flashcards

1
Q

why HR planning?

A

it allows to anticipate

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2
Q

what are the 4 major activities of HR staffing process?

A
  1. planning
  2. recruitment
  3. selection
  4. orientation
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3
Q

what are the 2 types of HR planning?

A
  • quantitative: right number of resources at the right time

- qualitative: right competencies

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4
Q

how to assess needs in HR planning?

A 
HR needs: how many, what skills
look at the external environment: 
-economic environment
-technology
-strategy/merger/acquisition
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5
Q

what are the 2 aspects to look at to assess HR availability (amount & competency)

A
  • external offer

- internal offer

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6
Q

what composes the external offer when you want to assess HR availibility?

A
  • economic context
  • demographics
  • education system
  • legal aspects
  • immigration
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7
Q

what composes the internal offer when you want to assess HR availibility?

A
  • retirement
  • leaves
  • resignation
  • demotions
  • dismissals
  • layoffs
  • average turnover
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8
Q

once you do the analysis of quantitative planning and it comes up with a shortage, what is the action plan?

A
  • 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
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9
Q

once you do the analysis of quantitative planning and it comes up with a surplus, what is the action plan?

A
  • 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
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10
Q

what composes the competency profile?

A
  • knowledge (what you know)
  • skills (how you apply what you know)
  • attitudes (transferable competency)
  • others (assets that you need)
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11
Q

what is the definition of knowledge?

A

info acquired through mental activity, refers to a rather theoretical

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12
Q

what is the definition of skill (ability)

A

practical competency resulting from applying knowledge to an occupational activity

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13
Q

what is the definition of attitude (behavior)

A

intrinsic qualities such as empathy and patience

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14
Q

once you do the analysis of qualitative planning and it comes up with a surplus, what is the action plan?

A
  • participative management: implicate them in the decision making process
  • career management
  • increasing employee responsibilities (job crafting)
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15
Q

once you do the analysis of qualitative planning and it comes up with a shortage, what is the action plan?

A
  • 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
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16
Q

what are the 3 steps to fill a position?

A
  1. job analysis: job description
  2. required competency (KSAO): competency profile
  3. determine selection criteria: criterias used to base decisions
17
Q

how does HR do the job analysis?

A

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?)

18
Q

how does HR do the job description?

A

synthesis of the information gathered in the job analysis: what is needed to do the job

19
Q

what are some methods used to collect information for the job analysis?

A
  • company documents
  • secondary sources of information
  • observation
  • interview
  • questionnaire
  • notes taken by incumbents
20
Q

what does the job description needs to contain?

A
  • 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
21
Q

what is the process to establish selection criterion?

A
  • establish competency profile (KSAO)
  • establish required criteria
  • establish selection criteria
    1) mandatory
    2) possible
    3) other
  • job posting
22
Q

what are the 2 types of HR indicators?

A
  • effectiveness

- efficiency

23
Q

what is efficiency?

A

amount of resources used (money, time)

24
Q

what is effectiveness?

A

achievement of one or many objectives

25
Q

give some exemples of efficiency in manpower planning

A
  • tie used for quality/qty planning
  • nb of jobs analyzed by analyst
  • delay to update all job descriptions
26
Q

give some exemples of effectiveness in manpower planning

A
  • % of job analyzed
  • usefulness of the prediction (survey)
  • % of department with replacement charts

human resources management (10 decks)

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