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CANADIAN HUMAN RESOURCE MANAGEMENT

Eleventh Edition

Human Resource
Planning

chapter
three

Copyright 2016 McGraw-Hill Education Limited Schwind 11th Edition 3-1


CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Learning Objectives
1. Explain the importance of human resource plans for strategic success.
2. Describe the Human Resource Planning Process.
3. Discuss methods for estimating an organizations demand for human
resources.
4. Explain the various methods of estimating a firms supply of human
resources.
5. Identify solutions to shortages or surpluses of human resources.
6. Discuss the major contents of a human resource information system
(HRIS).
7. Explain how HRIS has contributed to enhancing HR service delivery.

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Human Resource Planning


Forecasts an organizations future demand for and supply
of employees, and matches supply with demand
HR department contributes to success:
Proper staffing is critical
Different strategies require varying HR plans
HR planning facilitates proactive responses
Successful tactical plans require HR plans
HR planning can vary (Levels 1-5)

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Relationship Between Strategic and


Human Resource Plans

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Human Resource Planning


Human resource planning can vary from capturing basic
information to a more sophisticated approach
Stage 1: No formal planning

Stage 2: Minimal; focus on headcount


Stage 3: Long term forecasts

Stages 4 & 5: HRP is a core strategic process

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

The 5 Levels of Planning Activities

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

The Human Resource Planning Process

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Forecasting: Identifying the Causes that


will Drive Demand
Demographic Impacts
Turnover
Legal Changes
Technological Changes
Competitors
Strategic Plan
Budgets and Revenue Forecasts
New Ventures
Organizational and Job Design

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Forecasting Techniques for Estimating


Human Resource Demand
Expert Trend Other

Informal and instant Extrapolation Budget and planning


decisions analysis

Formal expert survey Indexation New-venture analysis

Delphi technique Statistical Predictive models


analysis

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Trend Projection Forecasts


Extrapolation
Extending past rates of change into the future

Indexation
Matching employment growth with an index e.g. ratio
of production employees to sales

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Other Forecasting Methods


Budget & Planning Analysis
Organizations that need HR planning generally have
detailed budgets and long-range plans
New Venture Analysis
Planners estimate human resource needs by making
comparisons with similar operations
Computer-Based Simulation and Predictive Models
More sophisticated approaches

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

The Supply of Human Resources: Internal


Supply Estimates
Skills Inventories
Summary of worker skills and abilities

Management and Leadership Inventories


Reports of management capabilities

Replacement Charts
Lists of likely replacements for each job

Replacement Summaries
Lists of likely replacements for each job and their relative
strengths and weaknesses.
Transition Matrices & Markov Analysis
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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

The Supply of Human Resources:


External Supply Estimates
Labour Market Analysis
Study of the firms labour market to evaluate the present
or future availability

Community Attitudes
Affects nature of the labour market

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

The Supply of Human Resources:


External Supply Estimates
Demographic Trends
Affects the availability of external supply
HRSDC publishes labour force projections

Statistics Canada publishes reports

Canadian Occupational Projection System (COPS)

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Summary of HR Tools used to Estimate


Internal and External Supply of Labour
Internal Supply External Supply
Indicators Indicators
Human Resource Audits Labour market analysis
Skill inventories Community attitudes
Management inventories Demographic trends
Replacement
charts/summaries
Transition matrices &
Markov analysis

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Strategies to Manage an Oversupply of


Human Resources
When the internal supply of workers exceeds the firms
demand, a surplus exists. There are various HR strategies:
Headcount reduction
Layoffs
Leave without pay
Termination
Outplacement procedures

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Strategies to Manage an
Oversupply of Human Resources
Attrition
Hiring freeze
Early and phased retirement officers
Incentives for voluntary separation

Alternative Work Arrangements


Job sharing
Using part-time employees

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Strategies to Manage
a Shortage of Employees
Labour shortage
Hire Source Develop Employees Existing Work
Employees Service Internally Arrangements
Providers
Full-time Independent Replacement charts Overtime
Part-time Contractor Succession planning Flexible schedules
Third Party Career Development Flexible time and
Outsource Float & transfer location
Crowdsource Flex policies

Alternative Staffing Strategies


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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Strategies to Manage
a Shortage of Employees
Hire Employees
e.g. Full-time; part-time

Source service providers


e.g. independent contractor/consultants/outsource/crowdsourcing

Develop employees internally


e.g. replacement charts; succession planning

Create existing work arrangement


e.g. overtime, flexible schedules

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Staffing Option #1:


Hire Employees
Hire part-time workers
Popular strategy for meeting human resource needs
Hire full-time employees
Where internal transfer or promotion is not feasible,
hiring full-time employees may be required
Results in additional fixed cost

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Staffing Option #2:


Contract Out the Work
Source service providers - 3rd party e.g. temporary
employment agencies
Temps work for a temporary employment agency
Independent contractor - freelancer (self-employed)
Outsource - contracting tasks to outside agencies or persons
Crowdsource - takes a function once performed by employees
and outsources it to an undefined network of people as an open
call

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Staffing Option #3:


Developing Employees Internally
Develop employees internally
Float and transfer
Movement of an employee from one job to another
that is relatively equal in pay, responsibility, and
organizational level
Promotions
Movement of an employee from one job to another
that is higher in pay, responsibility, and/or
organizational level

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Staffing Option #4:


Creating Flexible Work Arrangements
Overtime
Employees work beyond the normal hours
Flexible schedules
Flexible time and location
e.g. telecommuting, virtual organization
Flexible policies
e.g. flexible retirements

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Human Resource Information Systems


A Human Resource Information System (HRIS) is used
to collect record, store, analyze, and retrieve data
concerning an organizations human resources
The major stakeholders who use the information from an
HRIS are HR professionals, managers, and employees.

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

HRIS Functions - Breadth and Size


There are many different systems to choose depending on
organizational requirements.
Key considerations:
Size
Information that needs to be captured
Volume of information transmitted
Firms objectives
Technical capabilities

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Components of an Human Resource


Information System with Relational Features

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Access to HRIS Information - Privacy


and Security Considerations
Security is an important aspect of an HRIS system
Access to HRIS Information
Determining who should have access and who
should have the right to change input data
Security
Concerns about unauthorized disclosure of
information, viruses, etc.

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

HRIS An Important Tool


for Strategic HRM
Increased efficiency
Enhanced service delivery

Increased effectiveness
Helping stakeholders make better decisions

Increased contribution to organizational sustainability


Talent management

Increased visibility
Enhanced HR competencies

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CANADIAN HUMAN RESOURCE MANAGEMENT
Eleventh Edition

Human Resource Accounting


Human Resource Accounting (HRA)
A process to measure the present cost and value of
human resources as well as their future worth to the
organization.

Copyright 2016 McGraw-Hill Education Limited Schwind 11th Edition 3-29

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