Week 4 - HR Planning Flashcards
HRP at 4 levels
informal - reactionary
basic - proactive and reactionary 1-2 yrs planning
advanced - tie between strategy and HR planning 3-5 years in advance
sophisticated - hr is integral to the strategic process with planning for 5+ years
What do you do for workforce planning process? (5)
Forcast demand for resources
Assess supply of resources
Develop hr objectives
Design and implement workforce systems to balance and supply
Establish conduct evaluation
Projection forcasts from experts (3)
Informal and Instant decisions
- expert forecasts of future HR needs
Nominal group
- a group of managers make forecasts, ideas ranked + discussed
Delphi technique
- surveys of groups o experts, summaries are shared back and they are surveyed again until opinions converge
Projection forecasts from trends (3)
Extrapolation
- continue/extending past rates of change into the future
Indexation
-matching employee growth with an index
Statistical Analysis
-more sophisticated statistical analyses allow for changes in the underlying causes of demand
Other forecasting methods
Budget and planning analysis
New venture analysis - compare with other companies
Simulation and predictive models
What are some hr tools used to estimate internal supply?
Internally
- employees’s skill. checking the supply of skills (do we have skills), skill inventories -audit
- management skill. checking the management inventories (assesing the skills of managers and leaders) audit
- replacement charts/summaries (just in case people leave, who can step up to the plate), audits
- *Transition matrices and Markov analysis
How to manage HR oversupply?
Headcount reduction
- layoffs
- leave without pay
- incentives for voluntary
separation
- termination
Attrition
- hiring freeze
- early and phased retirement offers
Alternative Work Arrangements
- job sharing
- using part-time employees
How would you manage HR shortage?
- hire new employees
- hire externally (third parties)
- develop employees internally, make them acquire new skills, more opportunity
- Different work arrangements (overtime, flexible schedules, time and location, flex policies)
What is the final step of the workforce planning process, and what happens?
It is to evaluate workforce planning activities against organizational goals.
Were the vacancies filled? Did we reach the target internal and external recruits achieved?
Improvement should be measure year over year
What do human resource information systems do?
Record, store, analyze and retrieve data
size and budget
information that needs to be captured
volume of information transmitted
Firm’s objectives
technical and reporting capabilities
Benefits of HRIS
Increased efficiency
Enhanced service delivery
Increased effectiveness - better decisions made
Increased contribution to organizational sustainability - talent management
Increased visibility - enhanced hr competencies
What are some hr tools to determine external supply?
Labour market analysis
- to evaluate future availability
Community attitudes
- what affects the nature of the labour market
Demographic trends
-ESDC and Stats can publish labour force projections
-COPS (Canadian Occupational Projection System)
