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1、HUMANRESOURCEPLANNING 版权所有吴三清博士 OBJECTIVES DiscusstheimportanceofHRplanning ExplaintherelationshipbetweenstrategicHRMandHRplanning ExaminesomekeyenvironmentalinfluencesonHRplanning DiscussthebasicapproachestoHRplanning DescribethewaysofforecastingHRrequirementsandavailability Discusstherequirementsf
2、oreffectiveHRplanning Ifyoudon twanttoplanforsuccess whatrightdoyouhavetoworryaboutnon success Ifyou renotplanningwhereyouwanttobe whatreasonorexcusedoyouhaveforworryingaboutbeingnowhere TOMHOPKINS Americansalestrainer motivatorandauthor Plansgetyouintothingsbutyougottoworkyourwayout WILLROGERS 1879
3、 1935 Americanactor performerandhumorist IMPORTANCEOFHUMANRESOURCEPLANNING ThepurposeofHRplanningistoensurethatapredeterminednumberofpersonswiththecorrectskillsareavailableataspecifiedtimeinthefuture HRplanningsystematicallyidentifieswhatmustbedonetoguaranteetheavailabilityofthehumanresourcesneededb
4、yanorganisationtomeetitsstrategicbusinessobjectives HRplanningcannotbeundertakeninisolation Itmustbelinkedtotheorganisation soverallbusinessstrategy STRATEGICHUMANRESOURCEMANAGEMENTANDHUMANRESOURCEPLANNING Aspartofthestrategicplanningprocess HRplanningmustconsidertheenvironmentalinfluencesonanorgani
5、sation itsobjectives culture structureandHRM HRplanningmustreflecttheenvironmentaltrendsandissuesthataffectanorganisation smanagementofitshumanresources Governmentregulationsrelatingtoconditionsofemployment EEO industrialrelationsandoccupationalhealthandsafety forexample mustbeintegratedwithanorgani
6、sation sHRMstrategies Otherexamplesincludedemographicchanges thecasualisationoftheworkforce employeeliteracy skillshortages acquisitions mergersanddivestures deregulation flexibleworkschedules telecommutingandoutsourcing APPROACHESTOHUMANRESOURCEPLANNING THEQUANTITATIVEAPPROACHThequantitativeapproac
7、hseesemployeesasnumericalentitiesandgroupsthemaccordingtoage sex experience skills qualification joblevel pay performanceratingorsomeothermeansofclassification ThefocusisonforecastingHRshortages surplusesandcareerblockages itsaimistoreconcilethesupplyanddemandforhumanresourcesgiventheorganization so
8、bjectives TrendProjection Trendprojectionortimeseriesanalysispredictionsworkbyprojectingtrendsofthepastandpresentintothefuture Thistechniqueisbasedontheassumptionthatthefuturewillbeacontinuationofthepast EconometricModelling Econometricmodellingandmultiplepredictivetechniquesinvolvebuildingcomplexco
9、mputermodelstosimulatefutureeventsbasedonprobabilitiesandmultipleassumptions THEQUALITATIVEAPPROACH ThequalitativeapproachtoHRplanningusesexpertopinion usuallyalinemanager topredictthefuture forexample themarketingmanagerwillbeaskedtoestimatethefuturepersonnelrequirementsforthemarketingdepartment Th
10、efocusisonevaluationsofemployeeperformanceandcapacityforpromotionaswellasmanagementandcareerdevelopment DelphiTechnique ArefinementonthisbasicapproachistheDelphitechnique apanelofexpertssuchaskeylinemanagersmakeindependentanonymouspredictionsinanswertoquestionsrelatingtoHRplanning Theresponsesareana
11、lysedbytheHRdepartmentandtheconfidentialresultsarefedbacktotheexpertsalongwithanotherseriesofquestions Themanagersrevisetheiroriginalestimatesinlightofthisnewinformation Thisprocessisrepeateduntilaconsensusforecastisobtained FORECASTINGHUMANRESOURCEAVAILABILITY OncetheHRmanagerhasestimatedtheHRneeds
12、oftheorganisation thenextchallengeistofilltheprojectedvacancies Presentemployeeswhocanbepromoted transferred demotedordevelopedmakeuptheinternalsupply Constraintsmayapplyontheuseofbothinternalandexternallaboursupplies forexample a promotionfromwithin policy unionrestrictions managementpreferenceandg
13、overnmentregulations FORECASTINGTHESUPPLYOFINTERNALHUMANRESOURCES TurnoveranalysisAdetailedanalysisofwhypeopleleavetheorganisationisessentialifmeaningfulinformationistobeobtained Labourturnoverratesfrompastyearsarethebestsourceofthisinformationformostorganisation Turnoverforeachjobclassificationandd
14、epartmentshouldalsobecalculatedbecauseturnovercanvarydramaticallyamongvariousworkfunctionsanddepartments SkillsInventory ThisconsolidatesbasicinformationonallemployeeswithintheorganisationandpermitstheHRmanagerto identifyqualifiedemployeesfordifferentjobsdeterminewhichskillsarepresentorlackingintheo
15、rganisationassesslongertermrecruitment selectionandtraininganddevelopmentrequirements Skillsinventoriescanbequitesimpleandmanuallykept ordetailedandmaintainedaspartofanintegratedHRinformationsystem HRIS ReplacementChartsReplacementchartssummarisethisinformationinvisualformforkeymanagerssotheycaneasi
16、lyidentifyboththepresentincumbentsandpotentialreplacements orlackof forgivenpositions MarkovAnalysisThisisamathematicaltechniqueusedtoforecasttheavailabilityofinternaljobcandidates Theunderlyingassumptionisthatthemovementofpersonnelamongvariousjobclassificationscanbepredictedfrompastmovements SUCCESSIONPLANNINGSuccessionplanningisconcernedwiththefillingofmanagementvacancies Itstressesthedevelopmentofhighpotentialemployeesandtakesalong termviewoftheorganisation sHRneeds TheHRmanager sroleistoensu
