Hr Planning

HR Planning

Strategic Overview • • • • •

Employment planning and forecasting Recruiting : building a pool of candidates Completion of application forms Use Selection techniques Final offer stage

Employment planning and forecasting • Deciding what positions a firm will have to fill and how it will do so. • Covers all future positions • Differs from Succession planning?? • Filling projected openings by • Forecasting is based on premises • Personnel needs, Supply of inside and outside candidates

How to forecast Personnel Needs • Expected demand leading to expected staff size • Projected turnover • Quality and skills required • Technological changes • Financial resources available

Methods to predict employment needs • • • •

Trend analysis Ratio analysis Using Software to forecast needs Managerial judgement

Forecasting supply of internal candidates • Having an inventory of (manual or computerised) employees details • Company intranet • Software packages

Forecasting supply of external candidates • General economic conditions • Jobs in high demand • High turnover rates

Recruiting practices • Effective recruiting : developing an applicant pool • Emphasis on technology and skilled human talent • Gap between demand and graduating talent • Reasons for line and staff coordination

Job Analysis • Procedure through which you determine duties and skill requirements of a job and the kind of person who should be hired for it. • Work activities • Human behaviors and requirements • Equipment used, work aids • Performance standards • Job context

• Job Specification • Job Description • Uses of Job analysis

Steps in Job analysis • • • •

Using data collection techniques Review relevant background information Select representative positions Collect data on job activities,employee behaviors,working conditions reqd • Verify the information • Develop a description and specification

Methods of collecting Job analysis information • • • •

Interview Questionnaires Observation Participant Diary/Logs

Job Descriptions • • • • • • •

Job Identification Job summary Responsibilities and duties Authority Performance standards Working conditions Job specifications

• • • • • • •

Job enlargement Job enrichment Job rotation Dejobbing – flatter organisation boundaryless organisation work teams Future of job descriptions??