Human Resource Planning.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-2HumanResourcePlanningHumanResourcePlanningHumanResourcePlanningHumanResourcePlanningchapterchapter5McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-3HumanResourcePlanningHumanResourcePlanningBothaprocessandasetofplansHoworganizationsassessthefuturesupplyofanddemandforhumanresourcesProvidesmechanismstoeliminateanygapsbetweensupplyanddemandDeterminesthenumberandtypesofemployeestoberecruitedintotheorganizationorphasedoutofitMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-4FactorsAffectingPlanningFactorsAffectingPlanningGoalsofthecontrollinginterestsintheorganizationGovernmentpoliciesChangingdemographicsandthefuturecompositionoftheworkforceMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-5StrategicandHumanResourcePlanningStrategicandHumanResourcePlanningStrategicPlanning–anorganization’sdecisionabout:Whatitwantstoaccomplish(itsmission)HowitwantstogoaboutaccomplishingitHRplanningisimportantfordevelopingastrategicplanHRplanningiscriticaltotheimplementationofthestrategicplanMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-6StrategicHumanResourceManagementStrategicHumanResourceManagementTheacknowledgementthatHRpoliciesandpracticeshavecriticallinkageswithanorganization’soverallstrategyCentralpremiseisthatHRpolicieswillhavedirecteffectsonanorganization’sprofitabilityHRmust“fit”strategicallywiththemissionoftheorganizationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-7TheHumanResourcePlanningProcessTheHumanResourcePlanningProcessVariancesVariancesIfSurplusIfSurplusIfShortageIfShortageEndEndEndEndEndEndStrategicPlanningHRDemandHRSupplyComparedwithIfnoneActiondecisionsLayoffRetirementTerminationOvertimeRecruitmentContractorsTechnologyforecastsEconomicforecastsMarketforecastsOrganizationalplanningInvestmentplanningAnnualoperatingplansAnnualemploymentrequirements:•numbers•skills•occupationcategoriesExistingemploymentinventory:AfterapplicationofexpectedlossandattritionratesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-8FourStagesofHRPlanningFourStagesofHRPlanning1.Situationanalysisorenvironmentalscanning2.Forecastingdemandforhumanresources3.Analysisofthesupplyofhumanresources4.DevelopmentofplansforactionMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-9SituationAnalysisandEnvironmentalSituationAnalysisandEnvironmentalScanningScanningStrategicplanmustadapttoenvironmentalcircumstancesHRMisaprimarymechanismtobeusedduringtheadaptationprocesse.g.,rapidtechnologicalchangesintheenvironmentdemandemployeeswithnewskillsaneffectiveHRplanthatsupportsrecruitmentandselectionallowsthefirmtomovequicklytoremaincompetitiveMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-10ForecastingDemandforEmployeesForecastingDemandforEmployeesTheExpertEstimateDelphitechniqueNominalgrouptechnique(NGT)TrendProjectionMarkovchainanalysisRegressionanalysisUnit-DemandForecastingMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.5-11AnalyzingtheCurrentSupplyofEmployeesAnalyzingtheCurrentSupplyofEmployeesSkillsInventoryData...