Strategic Resource Management Quiz

Strategic Resource Management

• SMART Principle for information in Strategic Resource Management
  • Systematic: Information must be structured and include necessary data.
  • Management-Oriented: Information must support effective workforce planning, retention, development, and separation of employees.
  • Applicable: Data and information stored must be relevant for human resource decisions.
  • Result-Oriented: Information and decisions based on it should be acceptable to both management and employees, ultimately contributing to increased productivity and employee satisfaction.
  • Time Bound: Relevant human resource information is essential for effective management.

Human Resource Planning Applications

• Workforce Profile Analysis: This application examines the labor supply and demand within the organization.
• Workforce Dynamic Analysis: This analysis considers new hires, transfers, promotions, future staffing needs, and available employees to fill potential job openings.
• Human Resource Planning for Decision-Making: This focuses on identifying employees nearing retirement, classifying employees for promotions, and pinpointing departments lacking essential job skills.

Roles of Personnel/HR Manager

• Supervisor: Plans, organizes, directs, controls, and coordinates department activities.
• Administrative Official: Conducts or oversees specific personnel activities.
• Advisor: Acts as a guide and confidante for management, supervisors, and employees.
• Coordinator: Combines diverse efforts into a harmonious whole.
• Negotiator: Represents management in negotiations with unions.
• Educator: Conducts and administers company training programs.
• Provider of Service: Provides services to all employees and assists with accessing services from government agencies.
• Employee Counselor: Possesses expertise in human relations, behavioral science, and company operations.
• Promoter of Community Relations: Maintains awareness of activities and developments in the community.
• Public Relations: Manages interactions with the general public, including employees, unions, and the community.

Career Path to Human Resource Management

• Entrance Level: New graduates may start as personnel assistants in medium-sized organizations.
• Supervisory Level: Promotion to this level depends on the personnel assistant's abilities and skills.
• Managerial Level: HR practitioners at this level have acquired a range of skills.

Human Resource Planning (HRP) definition

• HRP: A systematic process to review human resource requirements to ensure the number of employees matches required skills.

Strategic Planning definition

• Strategic Planning: Determining the overall organizational purpose, goals, and their achievement strategies.

HRP Components

• Requirement: Forecasting human requirements involves determining the types of employees needed.
• Availability: After determining requirements, it's assessed whether there's a surplus or shortage of manpower.

Aspects of HRP

• Systematic Forecasting of Manpower Needs: Planning and closely monitoring manpower needs based on business conditions and forecasts.
• Performance Management: Analyzing, improving, and monitoring the performance of individual employees and the organization as a whole.
• Career Management: Determining, planning, and monitoring the career aspirations of individuals within the organization, and aiding their development.
• Management Development: Assessing and determining the development needs of managers for future succession requirements.

Planning Techniques in HR Management

• Skills Inventory: Listing all skills possessed by the workforce.
• Ratio Analysis: Identifying employees eligible for promotion to higher positions, along with their potential backups.
• Cascade Approach: Setting objectives flow from top to bottom in the organization, allowing everyone to contribute.
• Replacement Approach: Maintaining a ready workforce to assume existing jobs on a one-to-one basis within the organization.
• Commitment Planning Approach: Involving supervisors and personnel in identifying needs related to terms, skills, replacement, policies, working conditions, and promotions.
• Successor Planning Approach: Known as successor planning, this approach considers various components of existing plans and enhances them.

Common Weaknesses in HRP

• Over-Planning: A plan may fail due to covering too many aspects of personnel management.

Human Resource Information System (HRIS)

• Important Reports Related to Business Operations:
  • Routine Reports: Summarizing human resource data on a regular basis, including current manpower status, regular employees, contractual employees, supervisors, and managerial employees on payroll.
  • Exception Reports: Contain confidential data accessible for managerial decision-making and require immediate attention.
  • On-Demand Reports: Reports requested by management for analysis, covering aspects like productivity index, individual performance records, and information relevant to downsizing or other personnel actions.
  • Manpower Forecast Reports: Apply predictive models based on specific situations, covering potential increases or decreases in manpower.
  • Performance Management Applications: Tracking employee performance ratings, disciplinary actions, work-rule violations, and daily productivity index for management decisions.
  • Training and Development Applications: Tracking employee training program needs, courses attended, certified skills, and educational qualifications. Also includes career applications that assess employee career interests, work values, and career goals.
  • Compensation and Benefits Applications: Include payroll, job evaluation, salary planning and analysis, executive compensation planning, and benefits management.

Recruitment

• Definition: Process of attracting the best individuals to join the company.
• Recruitment Officer: Identifies knowledge, skills, and abilities required for each applicant.
• Major Sources of Candidates:
  • Internal Source: Qualified candidates from within the ranks of current employees.
  • External Source: Candidates from outside the company.