Human Resource Management PDF

Human Resource Management Human Resource Planning  Discuss the role of human resource strategic planning Explain important component of human resource planning Determine different kinds of human resource planning techniques Describe some advantages of using human resource planning ...

Human Resource Management Human Resource Planning  Discuss the role of human resource strategic planning Explain important component of human resource planning Determine different kinds of human resource planning techniques Describe some advantages of using human resource planning  Human Resource Planning Is the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills It is the process of matching the internal and external supplies of people with job opening anticipated in the organization over a specific period of time  Important Components of Human Resource Planning Requirement Forecasting human requirements involves determining the number and types of employees needed The level of skills has to be determined and matched with the plan operations  Important Components of Human Resource Planning Availability when employee requirements have been analyzed, the firm determines whether there is a surplus or shortage of manpower if there is a surplus, ways must be instituted to reduce the number of employees if there is a shortage, HRD must obtain proper quantity and quality of workers from outside  Aspects of Human Resource Planning Systematic Forecasting of Man Power Needs – On the basis of business conditions and forecasts, manpower needs are planned and monitored closely Performance Management – analyzing, improving and monitoring the performance of the employee  Aspects of Human Resource Planning Career Management determining planning and monitoring the career aspiration and each individual in the org. and developing them for improved productivity. Management Development assessing and determining the developmental needs of managers for future succession requirements.  Advantages of Using the Elements of HR Planning Through a systematic planning of human resources, a company can be better assisted in attaining the goals and objectives. It helps the company determine its man power needs and provides a method of meeting them. It can be an effective means of planning the development and growth of the employee.  Advantages of Using the Elements of HR Planning It can assist in placing the employees properly in jobs where they can maximize the use of their skills and potentials. It can assist the company to attract and retain better qualified employees.  Steps to Human Resource Planning To determine the workload inputs based on the corporate goals and objectives Studying the jobs in the company and writing the job description and job specification Forecasting of Man Power Needs Inventory of Man Power Improvement Plans  Steps to Human Resource Planning To determine the workload inputs based on the corporate goals and objectives Some factors to be considered in determining work inputs: Business development and assumptions Corporate planning Economic forecast Changes in plans and products New product lines Mergers and consolidation  Steps to Human Resource Planning Studying the jobs in the company and writing the job description and job specification Description of work inputs Forecasting of Man Power Needs Determining quantity and quality of people required for work  Steps to Human Resource Planning Inventory of Man Power Analysis of present personnel or employees (quantity and quality) Assessment of employee potential for promotion based on qualifications promotion, transfer or assignment of qualified personnel Improvement Plans can include action plans to improve capabilities of current personnel Planning Techniques in HR Management Skills Inventory this approach involves the listing of all the skills possessed by the workforce and they are made to relate to the requirements of the organization Ratio Analysis this is a technique wherein the personnel who are promotable to the higher positions are identified together with their back up or understudy Planning Techniques in HR Management Cascade Approach under this approach the setting of objectives flows from the top to bottom in the organization so that everyone gets a chance to make his contribution Replacement Approach this approach, HRP is done to have a body of manpower in the organization that is ready to take over existing jobs on a one-to one basis within the organization Planning Techniques in HR Management Commitment Planning Approach this technique involves the supervisors and personnel in every component of the organization on the identification of man power needs in terms of skills, replacements, policy, working condition and promotion so that human resource in the organization may be up to the challenge of current and future operations. Planning Techniques in HR Management Successor Planning Approach takes into consideration the different components of the old plan and increase them proportionately by the desired expansion rate stated by management as to the total man power needs  Common Weaknesses in Human Resource Planning Over-Planning a plan is likely to fail through an inherent weakness of having covered too many aspects of personnel management Technique Overload the use of too many techniques leads to the gathering of so much information Bias for the Quantitative planners of HRP makes the mistakes of emphasizing the quantitative aspects of personnel management  Common Weaknesses in Human Resource Planning Isolation of the Planners HR staff give little encouragement to HRP activities Isolation from Organizational Objectives HRP is pursued for its own sake or for narrow viewpoint of concentrating on HRD Lack of Line Supervisors Inputs any plan to develop the personnel and to improve the condition of work must use the feedback from the line supervisors Human Resource Forecasting Technique Zero-Base Forecasting Approach Uses the organization's present level of employees to forecast future staffing needs The Bottom-Up Approach A method of forecasting in which each successive level of the organization, beginning with the lowest, forecasts its employee requirements in order to provide an aggregate forecast of employment needs. Human Resource Forecasting Technique Use of Predictor Variables Mathematical models can aid in anticipating HR requirements. The link between sales demand and the number of personnel needed is a positive one. Simulation A method of experimenting with a real-world scenario using a mathematical model of that situation.  Important Element to Strategic Human Resource Planning Organizational goal Human Resource Forecasts sales forecast Usually used historical data and market trends reliable ratios technological advances changes in process and Human Resource Availability Projection productivity Estimating number of employees currently employed and the possible availability in the future  Important Element to Strategic Human Resource Planning Employee Information Analyzing and Evaluating Human assignments Resource Gap composition Comparing what is needed with capabilities of every employee what is available – in terms of may include resume mix, numbers, skills and technologies – evaluation of possible mismatches in work  Human Resource Information System (SMART) Systematic – information must be systematically arranged and contain the needed data. Management oriented – information is essential tools for effective manpower planning, retention, development and separation of employees. Applicable – the data and information stored in file must be applicable in making human resource decisions.  Human Resource Information System (SMART) Result Oriented – the result from the information and the decision derived must be both acceptable to management and employee’s concern. Time Bound – relevant human resourced information are necessary for effective decision-making. The need for timely decisions are crucial to the effective management of human resources.