Topic 3 Flashcards
demand
The number and types of employees you will need to achieve the organization’s strategic mission
supply
The number and types of employees who will be available now or in the future to fill the jobs
How human resource planning (HRP) helps organizations.
Reduce costs by helping management anticipate shortages or surpluses of human resources and correct imbalances before they become unmanageable and expensive.
Provide a better basis for planning employee development, making optimum use of workers’ strengths.
Improve the overall business-planning process.
Provide more opportunities for women and minority groups in the future growth and strategic plans of the organization.
Promote greater awareness of the importance of sound HRM throughout all levels of the organization.
Provide a tool for evaluating the effect of alternative HR actions and policies.
How has technology influenced HRP?
Made it easier. Allows organizations to create human resource information systems that include important HR-related records for every employee within the organization. Through human resource information systems, organizations can easily access employee job preferences, work experiences, job histories, and performance evaluations. This, in turn, can be used to facilitate the purposes of HRP in the interests of the individual as well as in the interests of the organization.
Step 1 in the HR planning process
job analysis: In order to be engaged in human resource planning, HR professionals must understand job descriptions and specifications within the firm and then adapt human resource planning so that it aligns with those descriptions and specifications.
Step 2 in the HR planning process
Recruitment and selection: Effective HRP helps determine the staffing needs of the organization. In conjunction with job analysis, HRP indicates how many and what types of people the organization needs to recruit. Recruitment influences the pool of available job applicants, which in turn influences the needs for selection and placement. Thus, HRP provides major input into an organization’s staffing function.
Step 3 in the HR planning process
Training and development: HRP helps the organization forecast shortages in the labor force as well as areas where skills may become obsolete. This helps the organization train its employees and ensure that they possess necessary and up-to-date skills.
Step 4 in the HR planning process
Career management: Effective HRP supports career management programs within the organization and helps retain valued employees. Furthermore, effective HRP reduces employee turnover and absenteeism.”
judgmental forecasts and statistical projections
What are the two common forecasting techniques used to project the organization’s demand for human resources?
statistical forecasting methods
simple linear regression, multiple linear regression, productivity ratios, human recourse ratios, time series analysis, stochastic analysis
Judgmental forecasting methods
managerial estimates, Delphi technique, nominal grouping technique
example of a variable.
if a relationship can be established between the level of sales and the level of employment, predictions of future sales can be used to make predictions of future employment. Although there may be a relationship between sales and employment, the relationship may be influenced by other factors, such as an organizational learning phenomenon. For example, even though sales may double, the level of employment necessary to support this increase may be less than double. And if sales double again, the incremental amount of employment necessary to meet this new doubling may be even less than that necessary to meet the first doubling
When should multiple linear regression be used to forecast demand?
instead of using only sales to predict employment demand, productivity and equipment-use data may also be used.
time series analysis
past staffing levels are used to project future HR needs. Past staffing levels are examined in order to isolate seasonal and cyclical variations, long-term trends, and random movements.
succession planning and replacement planning
judgmental techniques used to make supply forecasts
