1、HR PlanningJob AnalysisRecruitmentSelectionWorkplace JusticeUnionsSafety&HealthInternationalCompetenceMotivationWork AttitudesOutputRetentionLegal ComplianceCompany ImageCostLeadershipProductDifferentiationTraining/Develop.Performance App.CompensationProductivity Imp.HRM and Competitive Advantage“pr
2、ocess of identifying and responding toorganizational needs andcharting new policies,systems,and programsthat will assure effective human resource management under changing conditions”External RecruitsRecallsQuitsRetirementsDeathsLayoffspromotionsdemotionsinternal transfersgetting the right people at
3、 the right placeat the right timeEffective HR PlanningEmployee MovementsInto,Within,and Out Of Organization Are Smooth/Less DisruptiveSound HRMDecision MakingTransition Costs AreMinimizedSelect High-Quality ApplicantsRetain High-PerformingEmployeesLowerCostsIncreasedEmployeeCompetenceCompetitiveAdva
4、ntageClarify performance expectations and future management methods:values,guiding principles business mission objectives and priorities resource allocationsIdentify people-relatedbusiness issuesDefine HR strategies,objectives,and action plansImplement HRprocesses,policies and practicesImplement pro
5、cesses toachieve desired results:business goals company strengths/weaknesses external opportunities/threats source of competitive advantageEstablish the context:business goals company strengths/weaknesses external opportunities/threats source of competitive advantageStrategic AnalysisStrategyFormula
6、tionStrategy ImplementationHuman Resource PlanningIntegrating HRP and Strategic PlanningAdapted from:James W.Walker,“Integrating the Human Resource Function with the Business,”Human Resource Planning 14,no.2(1996):5977.Reprinted with permission.Markov AnalysisSkills InventoriesReplacement ChartsStaffing TablesSuccession PlanningTools of Internal Supply AnalysisBeginning Inventory125-Quits 5-Retirements 2-Demotions Out 1Total 117+Transfers In 3+Promotions In 2Forecasted Internal Supply122
