WEEK 2 Flashcards
Workforce planning
a strategic process.
aligning an
organization’s human resource capabilities with its business goals
Factors Affecting HR in Manpower Planning
- Economic Conditions
- Industry Trends
- Regulations and Compliance
- Company Size and Structure
- Demographics
- Technological Advancements
- Globalization
- Employee Turnover
- Skill Shortages
- Competitive Landscape
Employee turnover
refers to the total number of workers who leave a company over a certain time period.
Human Resource Information Systems (HRIS)
It centralizes
crucial workforce data, making it easier for HR professionals to assess and plan
staffing needs.
Applicant Tracking Systems (ATS)
ATS automates the recruitment process, from
posting job openings to selecting the ideal candidate. It simplifies candidate
sourcing, resume screening, and interview scheduling. In other words, ATS saves
valuable time and greatly improves recruitment efficiency.
Data Analytics and Business Intelligence Tools.
These tools empower HR professionals to mine data for
insights about workforce trends, employee performance, and attrition rates
Talent Management Software
encompasses
tools for performance management, learning and development, and succession
planning. These systems help in identifying high-potential employees and
developing talent pipelines. Think of it as your talent incubator.
Workforce Planning Software
provides a holistic view of your
workforce. It helps HR professionals create and manage workforce plans, analyze
workforce data, and assess the impact of different scenarios on staffing. It’s like
having a crystal ball that allows you to plan for multiple contingencies.
Human Capital Theory
suggests that an individual’s knowledge, skills, education, and
experiences are like investments that enhance their productivity, which, in turn,
improves the organization’s overall performance and success. says that people can boost their ability to be productive by getting
more education and training to improve their skills.
Labor Market Analysis
It tells
you about stuff happening outside your organization that can affect how you hire and
keep your employees
Scenario Planning
to figure out what your team might
need and how to handle problems that could pop up because of changes in how
business works.
Skills Gap Analysis
figuring out the difference between the skills an organization really needs and the
skills its employees currently have.
Organizational Development Theories
all about teaching people to get better at
their jobs and make the organization work smoothly, especially during times of
change.
Steps in workplace planning
- Strategic Direction
- Supply Analysis
- Demand Analysis
- Gap Analysis
- Solution Implementation
- Monitoring Progress
- Strategic Direction
– Understand key mission goals and future
objectives set by organization leadership and how the workforce needs to be
aligned to achieve them.
- Supply Analysis –
Understand the current workforce and how it is
projected to change over time, due to attrition and other trends
- Demand Analysis –
Understand the organization’s current and future
workforce requirements.
- Gap Analysis
Understand the gaps between workforce demand and
supply and define the top priority gaps with the greatest impact on
organizational performance.
- Solution Implementation
The appropriate workforce interventions and
activities to close identified workforce gaps and enable your organization to
meet its strategic goals.
- Monitoring Progress
Monitor the performance of solutions and their
impact on the gaps they were designed to address, and continuously improve
the solutions to maximize their effectiveness.
Analysis of workforce
● Work-flow design
● · Organization structure
● Work-flow design
the process of analyzing the
tasks necessary for the production of a product or service prior to
allocating and assigning these tasks to a particular job category or
person
Organization structure
Refers to the relatively stable and formal network of vertical and
horizontal interconnections among jobs that constitute the
organization. Whereas work-flow design provides a longitudinal
overview of the dynamic relationships by which inputs are converted
into outputs
Two of the most critical dimensions of organization structure
- Centralization
- Departmentalization
Job Analysis
Refers to the process of getting detailed information about jobs. It is important
for organizations to understand and match job requirements and people to
achieve high-quality performance
Job Descriptions
An essential part of job analysis is the creation of job descriptions. A job
description is a list of the tasks, duties, and responsibilities (TDRs) that a job
entails.
Job Specifications
looks at the qualities or requirements the person
performing the job must possess
Job design
The process of defining how work will be performed and the tasks that will be
required in a given job.
Job redesign
Refers to changing the tasks or the way work is performed in an existing job.
The interdisciplinary Approach
● Mechanistic Approach
● Motivational Approach
● Biological Approach
● Perceptual – Motor Approach
