G1: Planning & Staffing Flashcards by Fritzy Gletch Berdin

Process through which an organization anticipates its future personnel needs and
devises strategies to ensure that it has the right people with the right skills at the right time.

Involves
forecasting both the demand for labor and the supply of talent, ensuring alignment between the
organization’s strategic goals and workforce capabilities

HR Planning

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Give 1 importance of HR Planning

Aligns the workforce with the company’s strategic goals and objectives

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Refers to the activities involved in recruiting, selecting, and onboarding employees to fill
organizational roles.

It focuses on placing the right people in the right positions, matching skills and
competencies to job requirements

HR STAFFING

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What is the Link Between HR Planning and Staffing?

HR planning - identifies the workforce needs

Staffing - fills those needs by sourcing and
selecting the right talent.

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Process of searching for prospective employees
and stimulating them to apply for jobs in the organization

Recruitment

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2 types of recruitment

Internal recruitment
External recruitment

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Recruitment which takes place within the concern or organization

Internal recruitment

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Recruitment have to be solicited from outside the organization

External recruitment

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Examples of modern recruitment strategies

Social media, Job boards, Referrals

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Refers to the process of choosing from candidates those who will become employees of the
organization.

Selection

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Process through which new employees acquire the necessary knowledge, skills and behaviors to
do their job effectively

Onboarding

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Process that incorporates appraisal and feedback to make performance-based administrative
decisions and help employees improve.

Performance Management

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Process of assessing performance to make decisions (for
example, about pay raises); focus is on the administrative use of the information.

Performance Appraisal

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Refers to the assessment of performance with the goal of
providing feedback to facilitate improved performance; focus is on providing useful
information that employees need to enhance their KSAOs to perform well in a current or
future position.

Performance Development

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Refers to the tools and methods that companies use to monitor performance metrics.

Key Performance Indicators (KPIs) tracking

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Helps employees set clear objectives to achieve their goals and to perform well in their job

Objective and Key Result (OKR)

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Encouraging new innovations establishes the resilience of the company; qllows the
employees discover new things, learn new skills, and provide better service.

Adapting to Change

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Set standards and provide competitive compensation and benefits.

Turnover

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Employees that promoted experience higher level of responsibility.

Promotions

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Company must have their back up plans when there is a sudden losses in
the company

Market change

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Employment Laws and Regulations (4)

Equal Opportunity and Anti-Discrimination
Minimum Wage and Overtime Pay
Employee Benefits
Workplace Safety

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HR planning and staffing must be conducted
without discrimination based on protected characteristics such as race, religion, gender, age, or
disability.

Includes avoiding discriminatory language in job descriptions and ensuring fair
and unbiased selection processes

Equal Opportunity and Anti-Discrimination

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HR planning must account for legal requirements regarding
minimum wage, overtime pay, and other compensation-related regulations.

Involves
ensuring accurate record-keeping and adherence to relevant wage and hour laws.

Minimum Wage and Overtime Pay

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HR planning must consider legal requirements regarding employee benefits
such as health insurance, retirement plans, and paid leave.

Involves ensuring compliance
with relevant regulations and providing accurate information to employees about their benefits.

Employee Benefits

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HR planning must prioritize workplace safety and ensure compliance with relevant occupational safety and health regulations. Involves conducting regular safety audits, providing appropriate training, and implementing safety protocols to minimize risks

Workplace Safety

HR professionals handle sensitive employee information, including personal details, financial data, and health records.

Data Privacy and Security

HR planning and staffing must consider _______, which govern collective bargaining, unionization, and employee rights.

Labor Laws

HR decisions should be guided by principles of fairness and respect for all employees

Fairness and Respect

Fairness and Respect in HR decisions involve: (2)

Avoiding Discriminatory Practice Promoting Inclusivity and Respect

HR planning and staffing should be free from bias and prejudice and ensure equal opportunities for all qualified candidates

Avoiding Discriminatory Practice

Creating a workplace culture that values diversity and promotes respect for all employees is essential.

Promoting Inclusivity and Respect

HR decisions should be transparent and accountable with clear justifications for actions taken.

Transparency and Accountability

Transparency and Accountability in HR involves: (2)

Open Communication with Employees Involving Employees in Decision-Making

HR professionals should be open and honest with employees about the reasons behind their decisions, address concerns and questions.

Open Communication with Employees

Employees should be involved in HR planning and staffing decisions as well as providing input and feedback.

Involving Employees in Decision-Making

HR professionals should uphold the highest standards of integrity and honesty in all their dealings with employees.

Integrity

Integrity in HR involves: (1)

Avoiding Conflicts of Interest

HR professionals should avoid situations that could create a conflict of interest and ensure that decisions are made based on merit and not personal gain.

Avoiding Conflicts of Interest

CHALLENGES IN HR PLANNING AND STAFFING (3)

Economic Changes Technological Disruption Talent Retention

Impact of economic downturns (2)

Budget constraints Uncertainty

During economic downturns, companies often face budget cuts, leading to reduced hiring, layoffs, and wage freezes.

Budget constraints

Economic instability makes it difficult for organizations to predict future staffing needs, affecting long-term HR planning

Uncertainty

Impact of economic growth (2)

Increased demand for talent Wage Inflation

When the economy is booming, there’s often higher demand for skilled workers, which can lead to talent shortages.

Increased demand for talent

Economic growth can drive up wages, making it more expensive to attract and retain employees.

Wage Inflation

Automation, AI, and their effects on staffing (2)

Job displacement New skill requirements

Automation and AI can lead to the displacement of certain jobs, requiring HR to manage layoffs or retrain employees for new roles

Job displacement

As technology evolves, there’s a growing need for employees with new skills

New skill requirements

Strategies for retaining top talent (3)

Competitive compensation Career development Work-Life balance

Providing opportunities for career growth and skill development can increase employee satisfaction and loyalty.

Career development

Ensuring employees have a good work-life balance can help prevent burnout and reduce turnover.

Work-Life balance

Strategies for managing turnovers (2)

Exit interviews Employee engagement

Conducting this can provide insights into why employees are leaving and help address issues that might lead to higher turnover.

Exit interviews

Regularly engaging with employees and seeking their feedback can help identify and address potential issues before they lead to turnover

Employee engagement

Involves predicting future workforce requirements based on various factors such as business growth, market trends, and internal changes

Forecasting

Forecasting techniques involve: (3)

Trend Analysis Scenario Planning Workforce Analytics

Reviewing historical data to identify patterns and predict future needs

Trend Analysis

Developing different scenarios (e.g., economic downturns, rapid growth) to prepare for various possibilities.

Scenario Planning

Using data-driven insights to assess current workforce capabilities and gaps

Workforce Analytics

Organization's ability to adapt to changing needs

Flexibility

Flexibility in organizations involves: (3)

Develop a Flexible Staffing Strategy Create a Talent Pool Enhance Employee Development

Implement strategies like contingent staffing, outsourcing, and cross-training to quickly adjust to changes.

Develop a Flexible Staffing Strategy

Build and maintain a pool of potential candidates to fill gaps as they arise

Create a talent pool

Invest in training and development to upskill current employees, allowing for more flexible role assignments.

Enhance Employee Development

Key HR Metric (4)

Employee Performance Metrics Recruitment Metrics Retention Metrics Employee Engagement Metrics

Types of recruitment metrics (3)

Time-to-Fill Cost-per-Hire Source of Hire

Measures the time taken to fill a position from the moment it is posted to the day the candidate starts.

Time-to-Fill

Calculates the total cost of recruiting a new employee, including advertising, agency fees, and recruitment team salaries.

Cost-per-Hire

Identifies which recruiting channels (e.g., job boards, social media, referrals) yield the best candidates.

Source of Hire

Types of Employee Performance Metrics (2)

Performance Ratings Productivity Metrics

Track employee performance through reviews and ratings.

Performance Ratings

Measure output relative to input (e.g., sales per employee).

Productivity Metrics

Types of Retention Metrics (2)

Turnover Rate Retention Rate

Measures the percentage of employees who leave the company within a specific period.

Turnover Rate

The percentage of employees who remain with the company over a specified time

Retention Rate

Type of Employee Engagement Metrics (1)

Engagement Surveys

Collect data on employee satisfaction, motivation, and commitment.

Engagement Surveys

Utilizing Analytics for Staffing Decisions (4)

Predictive Analytics Workforce Planning Recruitment Strategy Optimization Employee Development and Succession Planning

Types of Predictive Analytics (2)

Attrition Prediction Success Profiles

Use historical data and patterns to predict which employees might leave the company.

Attrition Prediction

Analyze data to determine the traits and characteristics of successful employees, and use this information to refine recruitment criteria.

Success Profiles

Types of Workforce Planning (2)

Demand Forecasting Gap Analysis

Analyze trends and business needs to predict future staffing requirements.

Demand Forecasting

Compare current workforce capabilities with future needs to identify skill gaps.

Gap Analysis

Types of Recruitment Strategy Optimization (2)

Channel Effectiveness Candidate Experience Analysis

Evaluate which recruitment channels yield the best candidates in terms of performance and retention.

Channel Effectiveness

Assess feedback from candidates about their recruitment experience to improve processes and enhance the employer brand.

Candidate Experience Analysis

Types of Employee Development and Succession Planning (2)

Skill Assessment Succession Planning

Use data to identify skills gaps and areas for employee development.

Skill Assessment

Analyze the readiness of internal candidates for key roles.

Succession Planning

Involves improving the skills and knowledge that employees already have, often to keep up with advancements in their current roles or to increase their proficiency

Upskilling Initiatives

Upskilling Initiatives (4)

Certification Programs Advanced Technical Training Leadership Development Cross-Functional Training

Offering certifications in advanced areas relevant to an employee's current role.

Certification Programs

Providing training in emerging technologies, such as machine learning, cloud computing, or cybersecurity.

Advanced Technical Training

Enhancing leadership and management skills through workshops, seminars, or executive coaching.

Leadership Development

Allowing employees to gain expertise in areas adjacent to their current role.

Cross-Functional Training

Focuses on training employees to acquire new skills needed for different roles or tasks within the organization, especially if their current skills are becoming obsolete or if the business is shifting focus

Reskilling Initiatives

Reskilling Initiatives (4)

Career Transition Programs Online Learning Platforms Internal Job Rotation Partnerships with Educational Institutions

Creating structured programs to help employees transition into new roles.

Career Transition Programs

Providing access to platforms like Coursera or Udacity for employees to gain skills in entirely new fields

Online Learning Platforms

Implementing job rotation schemes to allow employees to gain experience in different departments.

Internal Job Rotation

Collaborating with universities or technical schools to offer tailored training programs or degrees.

Partnerships with Educational Institution

G1: Planning & Staffing Flashcards

(102 cards)