M2 Unit 1 Flashcards
What is Human Resource Planning (HRP)
HRP is the process of anticipating and providing for the movement of people/ee’s into, within and out of the organization. Has the aim of finding the best fit between job and employees.
What is Strategic Human Resource Planning (SHRP)
SHRP is the process by which organisational goals put in mission statements and organisational plans are translated into HR Objective to ensure that the org is neither understaffed or overstaffed. Ensures that ee’s have the right talent and skills to carry out tasks. Goes further into considering organisational Strategy.
List five types of HR planning
- Proactive or Reactive
- Narrow or Broad
- Formal or Informal
- Fully integrated with company strategic plan or loosely tied.
Explain Practive/Reactive
Proactive is a systematic approach to ensuring that there is a right number of people in the organization Reactive plans are based on an arising need.
Explain Broad/narrow
Narrow focuses on planning in only one or two HR areas such as selection and recruitment whereas Broad planning focuses on additional activities such as training and compensation.
Explain formal/ Informal
Informal planning-is done by managers and HR staff who tend to keep it to themselves
Formal planning- Plan clearly spelled out in writing, backed by supporting documentation and data.
Explain fully integrated with company strategic plan/ Loosely tied
The degree of fit HRP has with the strategic plan of the organization. Integration identified by:
1. Input linkages- HR info made available before or during strategic planning process.
2. Decision Inclusion linkage- HR staff directly/Indirectly involved in org strategic planning process
3. Review and reaction to linkages- HR staff can respond to final/ proposed strategic plan.
Who is responsible for SHRP
Main responsibility lies with HR managers who liaise with line managers through demonstration of their competence and expertise and must understand business acumen.
Why is SHRP important
- Creates competitive advantage
- Achieves long term goals
- Improves Organisation profitability
- New resources (Staff)
- Better understanding of HR implications of org strategies
- Different skills and competencies
- Helps with adherence to compliance requirements
- Improved analysis and control or personnel-related costs.
What is strategic change
Major transformation in the structure, size or the functioning of an organization for the purpose of achieving strategic objectives.
Seven steps in the SHRP Process
- Establish Mission, Vision and Values
- Conduct external Analysis
- Conduct Internal Analysis
- HR forecasting demand
- Supply forecasting
- Developing, formulating & Implementing a strategy
- Succession planning
(SHRP) Establish Mission Vision and Values
The mission is the purpose of the organization and why it exists, the vision is where the organization is headed in the future and the values are the organizations main principles and belief system.
HR is responsible for communicating the mission, vision and values properly ensuring that it aligns its recruitment practices, translate them into job descriptions and behaviors with these values, lastly recruit employees who share these values.
(SHRP) Conduct external analysis
Scanning the environment for changes that could bring opportunities or threats.
Taking into account:
-Economic factors
-Legislative matters
-changes in tech
-Demographic changes
-social changes
-Changes in labor market
In competitive environment:
-Customers
-Competitors
-New organizations
-Developments in labor market
-HR policies and practices in other organizations
(SHRP) Conduct an Internal Analysis
Organization determines what needs to change and improve as well as what they are doing well and should keep doing.
Special interest in:
-Capabilities of employees
-Composition of workforce
-Corporate culture
Flow Diagram:
1. Resources
2. Organizational Capabilities
3. Core competencies
4. Distinctive competencies
5. Competitive Advantage
(SHRP) HR forecasting demand
Determines the organizations total manpower requirement. Involves approximate figures and not absolutes or certainties. Analyses past trends to forecast future, takes into account absenteeism, tech and economics.
Involves numbers, type, skills and location of employees required.
