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1、 2004 by UIBE Liu yuxin4-1 Part 3 Acquisition and Preparation of Human Resources 第四章人力资源规划第四章人力资源规划 2004 by UIBE Liu yuxin4-2 Learning Objectives 1. Discuss how to align a companys strategic direction with its human resource planning. 2. Determine the labor demand and supply of workers in various jo
2、b categories. 3. Discuss the advantages and disadvantages of various ways of eliminating a labor surplus or avoiding a labor shortage. 2004 by UIBE Liu yuxin4-3 Outline of Chapter 4 ? Human Resource Forecasting 1.How to forecast personnel needs 2. Forecasting the supply of candidates ? Managing Empl
3、oyee Separations, Downsizing, and Outplacement 2004 by UIBE Liu yuxin4-4 Strategic Planning ? The process by which top management determines overall organizational purposes and objectives and how they are to be achieved 2004 by UIBE Liu yuxin4-5 Human Resource Planning ? The process of systematicall
4、y reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed. 4-6 2004 by UIBE Liu yuxin Human Resource Planning Process External Environment Internal Environment Strategic Planning Human Resource Planning Forecasting Human
5、 Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Demand = Supply No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Shortage of Workers Recruitment Selection 2004 by UIBE Liu yuxin4-7 第一节 人力资源的预测第一
6、节 人力资源的预测 2004 by UIBE Liu yuxin4-8 Forecasting Stage of Human Resource Planning ? Determining Labor Demand ?derived from product / service demand ?external in nature ? Determining Labor Supply ?internal movements caused by transfers, promotions, turnover, retirements,etc. ?transitional matrices ide
7、ntify employee movements over time ? Determining Labor Surplus or Shortage ? Determining Labor Demand ?derived from product / service demand ?external in nature ? Determining Labor Supply ?internal movements caused by transfers, promotions, turnover, retirements,etc. ?transitional matrices identify
8、employee movements over time ? Determining Labor Surplus or Shortage 2004 by UIBE Liu yuxin4-9 1. How to Forecast Personnel Needs ? Project revenues first then estimate the size of the staff required to achieve it ? Staffing plans also must reflect: ?Projected turnover ?Quality and skills of your em
9、ployees ?Strategic decisions ?Technological and other changes ?Financial resources 2004 by UIBE Liu yuxin4-10 How to Forecast Personnel Needs There are several ways to predict future employment needs. They include the following: Trend Analysis Ratio Analysis The Scatter Plot Using Computers to Forec
10、ast Personnel Requirements Managerial Judgment 3 2004 by UIBE Liu yuxin4-11 Trend Analysis Trend Analysis means studying a firms employment levels over a period of years to predict future needs. Trend Analysis means studying a firms employment levels over a period of years to predict future needs. 3
11、 2004 by UIBE Liu yuxin4-12 Ratio Analysis Ratio Analysis means making forecasts based on the ratio between (1) some causal factor, like sales volume, and (2) number of employees required, like number of salespeople. Ratio Analysis means making forecasts based on the ratio between (1) some causal fa
12、ctor, like sales volume, and (2) number of employees required, like number of salespeople. 3 2004 by UIBE Liu yuxin4-13 The Scatter Plot The Scatter Plot shows graphically how two variables (such as a measure of business activity and a firms staffing levels) are related. The Scatter Plot shows graph
13、ically how two variables (such as a measure of business activity and a firms staffing levels) are related. 3 2004 by UIBE Liu yuxin4-14 Scatter plot shows projected staff size 0 500 1000 1500 010002000 Hospital size (# of beds) Number of nurses 2004 by UIBE Liu yuxin4-15 Using Computers to Forecast
14、Personnel Requirements Computerized forecast ?Determination of future staff needs by projecting sales, volume of production, and personnel required to maintain this volume of output, using software packages 2004 by UIBE Liu yuxin4-16 Managerial Judgment Managerial Judgment will play a big role in em
15、ployment planning and forecasting, regardless of the forecasting method used. Managerial Judgment will play a big role in employment planning and forecasting, regardless of the forecasting method used. 3 2004 by UIBE Liu yuxin4-17 2. Determining Labor Supply 2004 by UIBE Liu yuxin4-18 Internal Sourc
16、es of Candidates ? No substitute for knowing a candidates strengths and weaknesses ? Inside candidates may be more committed to the company and can increase morale ? Can backfire ? Can promote inbreeding 2004 by UIBE Liu yuxin4-19 Finding Candidates ? Job posting ?publicizing the open job to employees and listing its attributes like qualifications, supervisor, work schedule, and pay rate ? Rehiring former employees ?an option today due to the
