Chapter 5.pptx

At the end of this lesson, the students can describe the steps in HRP and its factors affecting planning correctly through oral recitation; Motive Question: If you were to perform a demo-teaching, what will you to do? Acquisition of Knowledge Human Resource Planning (HRP) and Strategic Planni...

At the end of this lesson, the students can describe the steps in HRP and its factors affecting planning correctly through oral recitation; Motive Question: If you were to perform a demo-teaching, what will you to do? Acquisition of Knowledge Human Resource Planning (HRP) and Strategic Planning - What is HRP? - What is SP? Acquisition of Knowledge Human Resource Planning (HRP) - as an HR undertaking that ascertains the company’s present subsequent HR needs - It serves as a link between human resource management and the entire strategic plan of the organization. Acquisition of Knowledge Strategic Planning - is an organization’s process of formulating and implementing its strategies and assessing their effects on the internal and external environment of the firm. Acquisition of Knowledge HRP and SP Relationship The main objective of this relationship is to make sure that Human Resource Management activities are taken into consideration before formulating the corporate plan. Table __ shows the link between HRP and SP HRP and SP Relationship Based on the information shown in the table, can you tell where lies the relationship of these HRP and SP Human Resource Planning Cycle Organizational mission, goals, objectives and strategic requirement Current manpower inventory Forecasting demand and supply Decide action Employee plan Manpower gaps Factors Affecting Human Resource Planning 1. Company’s goals, objectives, and strategies 2. Time spent for planning HR needs 3. Uncertainties of business activities 4. Exactness of forecasting manpower needs 5. Structural design of the company 6. Internal and external availability of manpower 7. Preparation period of positioning talents Forecasting What is forecasting? Forecasting Three major considerations in forecasting • predicting demand of labor • predicting supply of labor • reconciling the gap between demand and supply of labor. Methods of Predicting HR Needs 1. Quantitative Method 2. Qualitative Method Methods of Predicting HR Needs Qualitative Method: - The Delphi Technique Predicting the Supply of Employees What is supply forecasting? When do you do supply forecasting? Outcome of the HRP process Dealing with Workforce Oversupply Options to do with oversupply of employees: • • • • • • • Suspend hiring Set limits to overtime Avoid contingent workers Early retirement Reduce Pay Job sharing Offer career breaks like study leave Dealing with Workforce Undersupply Options to do with undersupply of employees: • • • • Encourage overtime Create another work shift Job re-assignment Strengthen retention program JOB ANALYSIS JOB ANALYSIS - Job or task analysis is an HRM procedure that analyzes the requirements of the job and not the person. - It is an HRM practice that involves collecting of data about the details of the job relating to duties, the job requisites necessary to carry out those duties, and the traits and attributes of the person needed to accomplish the work favorably. JOB ANALYSIS OUTCOMES Why is job description important to employers and employees? COLLECTING JOB ANALYSIS INFO 1. Interviewing current employees 2. Observing activities of current employees 3. Distributing survey questionnaires 4. Use of diaries Important components of JA 1. Job Content 2. Job Context 3. Worker Requirements - Knowledge - Skill - Ability - Personal Characteristics - Credentials Changes in Work Schedules 1. Compressed Workweek 2. Flexible Time 3. Job Sharing 4. Telecommuting For a start, let’s take a look on this video.. https://www.youtube.com/watch?v=2fhXWl HubpA