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1、Chapter 2: Planning for Human Resource,Company LOGO,2-1 Gaining Competitive Advantage 2-2 HRM Issues and Practices 2-3 The Managers Guide,Chapter Objectives,Understand how human resource planning contributes to a firms competitive advantage. Explain why and how firms engage in strategic planning. Ex
2、plain why and how human resource planning activities are conducted. Describe how HRM practices are developed in response to an HR plan.,Company LOGO,2-1 Gaining Competitive Advantage,2-1a Opening Case: Gaining Competitive Advantage at General Motors The Problem: Time Spent Completing HR Transactions
3、 Hurts Employee and HR Productivity The Solution: Developing an Employee Services Center Website How the Career Services Center Enhanced Competitive Advantage,2-1b Linking Human Resource Planning to Competitive Advantage HR planning is defined as the process of identifying and responding to organiza
4、tional needs and charting new policies, systems, and programs that will assure effective human resource management under changing conditions. The purpose of HR planning: to enable organizations to anticipate their future HRM needs to identify practices that will help them meet those needs,How HR pla
5、nning activities enhance competitive advantage? Linking HRM Practices to Organizational Goals Serving as a Building Block for Future HRM Practices Consequences Associated with the Failure to Plan for Human Resource,2-2 HRM Issues and Practices,2-2a Strategic Planning 2-2b Human Resource Planning 2-2
6、c Outcomes of the HR Planning Process,2-2a Strategic Planning A process in which a company specifies its overall purposes and objectives, and indicates how these are to be achieved. The strategic planning process typically consists of the following activities:,Determine the organizational mission,Se
7、t strategic goals,Scan the organizational environment,Formulate a strategic plan, part of which addresses human resource needs,2-2b Human Resource Planning HR planning is the process to forecast requirements of an organization, and its people to achieve the organizational goals. Its aim is to ensure
8、 that people will be available with the appropriate characteristics and skills when and where the organization needs them.,How a company can determine its human resource needs and devise plans to meet the needs? 1. Demand Forecasting 2. Supply Forecasting 3. Estimating Future Human Resource Needs,1.
9、 Demand Forecasting Statistical Approaches Trend analysis: the future demand for human resources is projected on the basis of past business trends regarding a business factor. Ratio analysis: the process used in HR planning to determine future HR demand by computing an exact ratio between the specif
10、ic business factor and the number of employees needed. Regression analysis: a statistical tool used in HR planning to determine the number of employees needed by a company at some future point in time.,Precaution Regarding the Use of Statistical Methods Statistical methods of demand forecasting assu
11、me that the relationship between workforce size and the business factor remains constant over time. If this relationship were to change unexpectedly, the forecast would become inaccurate.,Judgmental Methods of Demand Forecasting Judgmental approaches to demand forecasting involve the use of human ju
12、dgment, rather than a manipulation of numbers. Two of the most commonly used judgmental techniques are group brainstorming and sales force estimates.,2. Supply Forecasting A process used to estimate which organizational positions will be filled at some future point in time. Step 1: the organization
13、groups its positions by title, function, and level of responsibility.,Step 2: to estimate, within each job group: how many of its current employees will remain in their positions during the planning period how many will move to another position how many will leave the organization,3. Estimating Futu
14、re Human Resource Needs A firm derives its specific staffing needs by combining the results of the supply and demand forecasts within each job group.,2-2c Outcomes of the HR Planning Process When the HR planning process is completed, a firm must establish and implement HRM practices to help it meet
15、its human resource needs. Dealing with an oversupply of employees Because of the negative outcomes that are ofen associated with layoffs, employers are encouraged to seek alternatives, such as hiring freezes, early retirements, restricted overtime, job sharing, pay reductions, and the like.,Dealing
16、with an undersupply of employees Hiring Additional Workers Step 1: to conduct a job analysis to determine the qualifications needed for each vacant job. Step 2: to determine where and how to recruit the needed individuals.,When recruiting externally, an organization should first assess its attractiveness in the eyes of potential applicants. Internal recruitment efforts can be improved by the use of career development programs.,Alternatives to Additional Hiring I
