Section 2.2 HR Planning

Question 1

3 Stages of Strategic HR Planning

Answer 1

1. highly informal and subjective
2. Forecast for coming year using simple rules of thumb / past experience
3. Future needs using computer simulations or forecasting models

Question 2

Relationship w Business and HR planning

Answer 2

Accompany and Support the org’s business plans

Long Range: Strategic Planning (b) Environmental Scanning (HR)

Middle: Operational Planning (b) Forecasting (HR)

Short: Goals/Objectives (b) Projected Staff Requirements (HR)

Question 3

Main Uses of HRIS

Answer 3

1. Categorizing Jobs
2. Skills Inventory
3. Handle enormous mass if info

Question 4

Long term methods forecasting employment needs

Answer 4

Long (2-10 years)
* Unit Demand: activity to be performed in future and how many people needed year by year
* Expert Opinion: the subjective estimates of experts
* Delphi Technique: experts provide estimates thru questionnaires/interviews
* Trend Projections: based on statistical relationship between employment and factor related to employment
* Probabilistic Model: uses probabilities of future events
* Markov Analysis: Simple probabilistic. Uses past movement to predict future movement of employees among different job classifications

Question 5

Short term methods forecasting employment needs

Answer 5

Short: 1 year
* Budgeting: ID resources needed , including staff
* Work-Load: Most accurate. Use info about work content based on job analysis. Use productivity ratios

Question 6

Markov Analysis

Answer 6

• Simple form of probabilistic forecasting
  *Uses past movement to predict future movement of employees among different job classifications
• must have many employees in each job category and a fairly stable situation.

Question 7

How to perform turnover analysis

Answer 7

1. collect historical info
2. analyze economic trends

• ID reasons for leaving

Question 8

Replacement Chart

Answer 8

Define: detailed org chart that provides quick picture of key mngmt positions, their relationships, and availability of replacements
planning how management vacancies will be filled