HR Planning and Objectives

HR Planning and Objectives

• HR planning helps organizations understand future employee needs.
• Employee compensation includes direct (salary, bonuses) and indirect (benefits, training).
• Implicit HR objectives: improve productivity, quality of work, ensure legal compliance, and ethical behavior.

HR's Contribution to Productivity

• HR managers contribute to productivity through work, organizational, and design.

Moral Philosophy

• Moral philosophy involves principles, rules, and values used to distinguish right from wrong.

Ethical Behavior Culture

• To build an ethical culture: positive work environment, ethical hiring, training, modeling, clear ethics, and open communication.

Work Environment Trends

• Key trends impacting work environments: increased competition, HR cost/benefit analysis, productivity fluctuations, change pace, workplace dysfunction systems, and societal trends.

Organizational Culture

• Culture is a system of shared beliefs and values influencing behavior.
• Top management values shape organizational culture and strategy.

HR Knowledge and Specialization

• HR professionals need business and industry knowledge (strategic planning, financial statements, sales/marketing/production, data processing/MIS).
• HR generalists provide guidance and support for HR matters.
• HR specialists focus on specific HR functions.

SWOT Analysis

• SWOT analysis assesses a firm's internal strengths/weaknesses and external opportunities/threats.

HR's Role in Change

• HR should be agents of change, facilitating organizational flexibility and adaptability.

Tactical vs. Strategic Work

• Tactical work involves daily tasks; strategic work focuses on future improvements and innovations.

Internal Factors

• Technology is an internal factor related to a firm's equipment and knowledge.

Ethical Theories

• Ethical theories are categorized as consequentialist and deontological.
• Deontological theory uses rules to define right and wrong, disregarding consequences.
• Consequentialist theory judges actions based on their consequences.

HR Change Initiative

• Securing top management support is the first step in any HR change initiative.

Employee Engagement

• Employee engagement relates to emotional commitment to the organization and its goals.

Diversity and Inclusion

• HR fosters diversity and inclusion through policies and practices promoting respect and equality.

Performance Management

• Performance management creates an environment where employees can perform optimally to achieve company goals.

Succession Planning

• Succession planning ensures smooth transition in leadership roles, and maintaining continuity.

Workforce Development

• Workforce development enhances employee skills to meet organizational needs.

Employment-at-Will (EAW)

• Employment-at-will allows employers to terminate employees at any time, without cause. This also grants employees the ability leave without facing adverse consequences.

EAW Exceptions

• Exceptions to employment-at-will include public policy, implied contract, and implied covenant or good faith.

Implied Contracts

• Implied contracts arise from conduct or assumed intentions between employer and employee, rather than formal agreements.
• Implied contracts can be created through oral statements, employer actions, handbooks, and procedures.

Diverse Workforce Benefits

• Diversity leads to creativity and innovation in the workplace.

Diversity and Inclusion

• Diversity represents the differences among people.
• Inclusion is the extent to which each person feels valued, respected, welcomed, and supported.

Equal Opportunity Laws

• Civil Rights Act prohibits discrimination based on race, color, religion, sex, or national origin.
• Age Discrimination in Employment Act protects workers over 40 from discrimination.
• Religious discrimination involves unfavorable treatment based on religious beliefs.
• National Origin employment discrimination occurs when an employer makes an adverse decision based on an individual's country of origin, cultural association, or group affiliation.

Affirmative Action

• Affirmative action mandates that managers of federally funded projects take steps to correct past employment practices for protected identities of employees or groups underrepresented in the labor market.
• Protected categories in affirmative action include women, various ethnic groups, people with a disability, and veterans.
• Companies with government contracts are required to have affirmative action plans.
• Affirmative action plans consist of reasonable self-analysis, reasons for affirmative action, and reasonable affirmative action steps to promote diversity in recruitment and promotions

HR Planning Methods

• Forecasting methods include statistical (linear regression, multiple linear regression, time series) and judgmental (managerial estimate, Delphi, nominal grouping).
• Time series analysis forecasts using past data; regression forecasts using variables.

Human Resource Planning Phases

• HR planning involves four phases: data development, setting HR objectives/policies, programming, and controlling/evaluating.

HR Supply Methods

• Succession planning identifies and develops internal leadership talent.
• Replacement planning identifies and plans for immediate replacements for key positions.

Attraction and Reduction Programs

• Attraction programs aim to increase suitable applicants.
• Reduction (redundancy) programs manage excess employees.

Recruitment

• Recruitment aims to gather qualified applicants, fulfilling legal and social responsibilities.

Knowledge and Skills

• Knowledge refers to theoretical understanding; skills represent proficiencies developed from experience.

Employee Transfers and Promotions

• Organizations often consider ability and potential rather than seniority for transfers, aiming to broaden employee skillsets.
• Unions typically prioritize seniority for transfers.

Training and Development

• Training addresses existing skill deficiencies to improve current job performance.
• Development prepares employees for future roles through skill advancement.
• The ADDIE model is used to manage training projects. (Analyze, Design, Develop, Implement, Evaluate).

Job Posting and Recruiting Sources

• Job postings inform employees of open positions within the organization.
• Common external recruitment sources include company websites and employment agencies.

Selection Process

• Selection determines the most qualified candidates from the applicant pool.
• New employee orientation and socialization help reduce turnover and increase productivity.
• Reliability and Validity in Selection Testing
• Reliable selection instruments consistently measure what they are designed to measure.
• Valid selection instruments accurately measure the KSAs necessary for job performance. This aspect of the process ensures the process doesn't discriminate against any protected identity.

Interviewing

• Interviews gather subjective information about a candidate's communication and interpersonal skills that may not be assessed using other methods.

Application Forms

• Application systems efficiently gather a vast amount of applicant biographical information at minimal cost.