Chapter 1: HR Planning Discussion

Question 1

How employees are employed and managed

Answer 1

HRM

Question 2

What is ADMU?

Answer 2

Acquisition

Development

Manintenance

Utilization

Question 3

As a strategic, integrated, and coherent approach to the employment, development and well-being of employees in the organization

Answer 3

HRM

Question 4

Strategic means

Answer 4

Outstanding, Efficient, Brilliant

Question 5

Acquisition start from (1)_____, followed by series of (2)_____, and ends with (3)_____ and (4)_____.

Answer 5

1. application letters
2. interviews
3. signing of contract
4. placement

Question 6

Development starts from (1)_____, follow with (2)_____, (3)_____, (4)_____, further (5)_____.

Answer 6

1. orientation
2. trainings
3. seminars
4. workshops
5. education

Question 7

Maintain equals to

Answer 7

Loyalty

Question 8

Well maintained employees are known to be _____. Thus, maintaining the employees can decrease the organization’s _____.

Answer 8

loyal

turn over

Question 9

Once there is a proper utilization, _____ is expected to follow.

Answer 9

promotion

Question 10

Process of HR Planning

Answer 10

1. Analysing Organizational Objectives
2. Inventory of Present Human Resources
3. Forecasting Demand and Supply of Human Resource
4. Estimating Manpower Gaps
5. Formulating the Human Resource Action Plan
6. Monitoring, Control and Feedback

Question 11

Process of HR Planning:

The objective to be achieved given the idea about the work to be done in the organization.

Answer 11

Analysing Organizational Objectives

Question 12

Process of HR Planning:

From the updated human resource information storage system, the current number of employees, their capacity, performance and potential can be analysed.

Answer 12

Inventory of Present Human Resources

Question 13

Process of HR Planning:

The human resources required at different positions according to their job profile are to be estimated. The available internal and external sources to fulfill those requirements are also measured.

Answer 13

Forecasting Demand and Supply of Human Resource

Question 14

Process of HR Planning:

Comparison of human resoruce demand human resource supply will provide with the surplus or deficit of human resource.

Answer 14

Estimating Manpower Gaps

Question 15

Process of HR Planning:

The human resource plan depends on whether there is deficit or surplus in the organization. Accordingly, the palan may be finalized either for new recruitment, training, interdepartmental transfer in case of deficit of termination, or voluntary retirement schemes and redeployment in case of surplus.

Answer 15

Formulating the Human Resource Action Plan

Question 16

Process of HR Planning:

It mainly involves implementation of the human resource action plan. Human resources are allocated according to the requirements, and inventories are updated over a period. The plan is monitored strictly to identify the deficiencies and remove it.

Answer 16

Monitoring, Control and Feedback

Question 17

The 3 C’s of HR Planning

Answer 17

1. Coordination
2. Consideration
3. Concentration

Question 18

The 3C’s of HR Planning:

Environmental scanning and forecasting human resource requirements

Answer 18

Coordination

Question 19

The 3 C’s of HR Planning:

Known as 2nd stage of the HRP Process:
a. HRP Team: (Top Management, Department Managers, HR Support Professionals, IT Professionals and Finance/Budget Analysts)

b. Current and Long-term Workforce Requirements

c. Evaluation of the company’s current roster of personnel

d. Assessment of External Labor Environment which Affects the Future Supply of Employee

Answer 19

Consideration

Question 20

The 3 C’s of HR Planning:

Covers decision analysis and action plan and program implementation

Answer 20

Concentration

Question 21

Concentration is composed of:

Answer 21

a. Forecasting HR Demand
b. Decision Analysis
c. Action Plan/Program Implementation

Question 22

Techniques in Forecasting HR Demand

Answer 22

1. Quantitative Techniques
2. Qualitative Techniques

Question 23

Quantitative Techniques

Answer 23

1. Trend Analysis
2. Ratio Analysis
3. Regression Analysis

Question 24

Quantitative Techniques:

The increase and decrease on both demand and supply for HR

Answer 24

Trend Analysis

Question 25

Quantitative Techniques: Predicts HR demand based on ratios between selected factors and the number of employees needed

Answer 25

Ratio Analysis

Question 26

Quantitative Techniques: Determining the relationship between various factors (independent variables) and the company’s employment level (dependent variables)

Answer 26

Regression Analysis

Question 27

Qualitative Techniques

Answer 27

1. Delphi Method 2. Nominal Group Techniques 3. Scenario Analysis

Question 28

Qualitative Techniques: Uses a “middle person” to gather the data of each of the members of the panel who are assigned to make manpower forecasts – considering factors: economics, demographics and technological and social conditions of the environment; added with educational background, experiences and productivity of the workforce

Answer 28

Delphi Method

Question 29

Qualitative Techniques: Uses panel of experts, mostly line managers

Answer 29

Nominal Group Techniques

Question 30

Qualitative Techniques: Predictions based on the characteristics of a particular situation

Answer 30

Scenario Analysis

Question 31

Concentration: Gap Analysis The process of finding the difference between the forecasted HR supply and HR demand.

Answer 31

Decision Analysis

Question 32

Concentration: a. Where HR demand equals HR supply within an organization known as labor equilibrium is an ideal situation but this happens rarely: employees are transferred from one department to another based on their experience and educational background b. Labor Surplus (supply is more than the demand): attrition – normal separation of employees like resignation and retirement; hiring freeze – prevents new hires; layoff – manual services or functions may not be needed because of technological innovations c. Labor Shortage (demand is more than the supply): need to schedule overtime work hours and hire contractual/temporary or project-based workers added with external recruitment

Answer 32

Action Plan/Program Implementation