1、Chapter 2:Planning for Human ResourceCompany LOGO2-1 Gaining Competitive Advantage2-2 HRM Issues and Practices2-3 The Managers GuideChapter Objectives Understand how human resource planning contributes to a firms competitive advantage.Explain why and how firms engage in strategic planning.Explain wh
2、y and how human resource planning activities are conducted.Describe how HRM practices are developed in response to an HR plan.Company LOGO2-1 Gaining Competitive Advantage2-1a Opening Case:Gaining Competitive Advantage at General MotorsThe Problem:Time Spent Completing HR Transactions Hurts Employee
3、 and HR ProductivityThe Solution:Developing an Employee Services Center WebsiteHow the Career Services Center Enhanced Competitive Advantage2-1b Linking Human Resource Planning to Competitive Advantage HR planning is defined as the process of identifying and responding to organizational needs and ch
4、arting new policies,systems,and programs that will assure effective human resource management under changing conditions.The purpose of HR planning:uto enable organizations to anticipate their future HRM needs uto identify practices that will help them meet those needs How HR planning activities enha
5、nce competitive advantage?Linking HRM Practices to Organizational GoalsServing as a Building Block for Future HRM PracticesConsequences Associated with the Failure to Plan for Human Resource2-2 HRM Issues and Practices2-2a Strategic Planning2-2b Human Resource Planning 2-2c Outcomes of the HR Planni
6、ng Process2-2a Strategic Planningl A process in which a company specifies its overall purposes and objectives,and indicates how these are to be achieved.l The strategic planning process typically consists of the following activities:Determine the organizational missionSet strategic goalsScan the org
7、anizational environmentFormulate a strategic plan,part of which addresses human resource needs2-2b Human Resource Planning uHR planning is the process to forecast requirements of an organization,and its people to achieve the organizational goals.uIts aim is to ensure that people will be available wi
8、th the appropriate characteristics and skills when and where the organization needs them.How a company can determine its human resource needs and devise plans to meet the needs?1.Demand Forecasting2.Supply Forecasting3.Estimating Future Human Resource Needs1.Demand Forecastingl Statistical Approache
9、s Trend analysis:the future demand for human resources is projected on the basis of past business trends regarding a business factor.Ratio analysis:the process used in HR planning to determine future HR demand by computing an exact ratio between the specific business factor and the number of employe
10、es needed.Regression analysis:a statistical tool used in HR planning to determine the number of employees needed by a company at some future point in time.l Precaution Regarding the Use of Statistical Methods Statistical methods of demand forecasting assume that the relationship between workforce si
11、ze and the business factor remains constant over time.If this relationship were to change unexpectedly,the forecast would become inaccurate.l Judgmental Methods of Demand Forecasting Judgmental approaches to demand forecasting involve the use of human judgment,rather than a manipulation of numbers.T
12、wo of the most commonly used judgmental techniques are group brainstorming and sales force estimates.2.Supply Forecasting A process used to estimate which organizational positions will be filled at some future point in time.Step 1:the organization groups its positions by title,function,and level of
13、responsibility.Step 2:to estimate,within each job group:how many of its current employees will remain in their positions during the planning period how many will move to another position how many will leave the organization3.Estimating Future Human Resource Needs A firm derives its specific staffing
14、 needs by combining the results of the supply and demand forecasts within each job group.2-2c Outcomes of the HR Planning Process When the HR planning process is completed,a firm must establish and implement HRM practices to help it meet its human resource needs.Dealing with an oversupply of employe
15、es Because of the negative outcomes that are ofen associated with layoffs,employers are encouraged to seek alternatives,such as hiring freezes,early retirements,restricted overtime,job sharing,pay reductions,and the like.Dealing with an undersupply of employeesl Hiring Additional WorkersStep 1:to co
16、nduct a job analysis to determine the qualifications needed for each vacant job.Step 2:to determine where and how to recruit the needed individuals.When recruiting externally,an organization should first assess its attractiveness in the eyes of potential applicants.Internal recruitment efforts can b
17、e improved by the use of career development programs.l Alternatives to Additional Hiring Instead of hiring new workers to meet increasing demands,an organization may decide to improve the productivity of the existing workforce through additional training.Another option is to improve retention rates.
18、Retention rates can be improved at the outset of the employer/employee relationship,when applicants are first recruited.Companies can also improve retention retes by creating a work environment that encourages employees to participate actively in the companys total welfare or offering attractive ben
19、efit packages.Organizations can improve their retention rates by implementing programs to accommodate these needs.2-3 The Managers Guide2-3a HR Planning and the Managers Job2-3b How the HR Department Can Help2-3c Developing and Implementing HR Plans2-3a HR Planning and the Managers Job HR planning i
20、s an essential function for all line managers-they must thus ensure that work conducted within their units is aligned with the strategic goals of the organization.The responsibility of line managers:Staffing Line managers must ensure that his or her work unit is properly staffed at all times.Employe
21、e Retention Managers must be able to establish good working relationships with their employees by treating them in a fair and consistent manner,while exhibiting concern for their well-being.2-3b How the HR Department Can Help HR professionals are now often included in all aspects of planning.The Rol
22、e of the HR Professional in Strategic Planning Developing and Implementing HR Plans Evaluation of HR PlansThe Role of the HR Professional in Strategic Planning Organizations have now come to realize that many of their corporate business objectives have HR ramifications,and achieving competitive adva
23、ntage through better human resource management requires that HR professionals help shape,not just implement,overall business strategy.Developing and Implementing HR Plans HR professionals plans must be aligned with changes spurred by the organizations strategic plan.The plan may call for such interv
24、entions as:Greater flexibility in the workplace Greater rigor in training Increased responsibilities for management Increased worker participation The use of performance incentivesEvaluation of HR Plans Only when the operational plans of the HRM department are evaluated can the organization know if
25、the HR strategies were effective.2-3c HRM Skill-Building for ManagersGauging Future Human Resource Needs Information regarding the future needs and workforce demands of your unit will better enable the HRM department to help identify,select,and train current and future workers as needed.uThe most di
26、rect approach to getting this information is to meet with an HR professional,top managers,and other line managers on a regular basis,certainly at least semiannually.uThe key to planning future needs is active,frequent,and open communications between all areas.Key Termsbusiness factors sales force estimatescorporate culture strategic goalsdemand forecasting strategic plangroup brainstorming strategic planningmission statement supply forecastingratio analysis trend analysisregression analysis Chapter Objectives Revisited
