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HRP Guide Outlining Key Concepts
- 1. HUMAN RESOURCE PLANNING
- 3. I. What is it? Human resource planning involves getting the right number of qualified people into the right jobs at the right time.
- 4. II. Why is it important? A. often long lag times to fill positions B. often influences both turnover and productivity C. the “demographic imperative” demands more such planning
- 5. 2. It works best when it is tied to: a. the organization’s strategic planning process b. all available forecasts (technological, economic, market, etc.) III. How do you do it? 1. It is a process of comparing human resource supply with human resource demand . A. General Comments:
- 6. 3. When there are variances, action plans must be formulated, e.g., a. for surpluses , will organization use layoffs, retirement incentives, reduced hours, or something else? b. for shortages , will organization use overtime, temporary workers, or recruit new permanent workers? III. How do you do it? A. General Comments:
- 7. 1. Approaches to forecasting: a. Qualitative: III. How do you do it? B. Methods Used for Human Resource Planning: i. Expert opinions ii. Delphi technique iii. “Bottom-up” approach b. Quantitative (mathematical modeling): i. Regression analysis / Trend analysis ii. Markov analysis
- 8. 2. Supply Analysis a. Skills inventories III. How do you do it? B. Methods Used for Human Resource Planning: i. Card systems ii. Human Resource Information Systems (HRIS) b. Replacement charts / Succession plans
- 15. Example of the Basic Human Resources Planning Model Organizational Objectives Human Resource Requirements Human Resource Programs Feasibility Analysis 1 2 3 4 5
- 17. Example of the Basic Human Resources Planning Model Organizational Objectives Human Resource Requirements Human Resource Programs Feasibility Analysis 1 2 3 4 5
- 38. Training and Developing a Competitive Workforce
- 45. Components of Training and Development within an Integrated HRM System
- 46. Evaluating Training and Development Effectiveness
- 47. The HR Triad: Roles and Responsibilities in Training and Development
- 48. Four Components of Needs Assessment