Submitted by: Submitted by nhanntt
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Category: Other Topics
Date Submitted: 11/22/2012 03:48 PM
Human Resource Planning
HR Planning Process
Step 1: Formulation of Corporate/ Business Strategy including Production, Research & Design, Finance, Marketing, Human Resource management, External factors
Step 2: Formulation of integrated HRM Strategy.
Factors:
* Talent Management
* Diversity
* Employee engagement
* High- performance workplace
* Culture & Values
* Organizational Structure
* Other functional strategies
Step 3: HR Planning
This step, HR will do assessment of Demand (D) and Supply (S) of HR (Internal & External)
Step 4: Formulation of HRM Action Plans
Step 5: Monitoring and evaluation of strategic goals
1. Estimating the demand for HR
* No previous measures: engage in work study techniques by determining how tasks can be performed most proficiently and timing the operation
* Prior data:
* Use past production figures and calculate the ratio of operatives to products
* Use managerial judgment by basing your calculation on a task (qualitative data)
2. Estimating the internal supply of HR
a. Calculate labor turn- over rate to forecast fluctuations and the number of employees needed
Turn-over rate (%) = (the number of leavers/ total staffs)x 100
b. Another calculation:
Stability index= (number of people currently employed with one year or more of service/ number of people employed one year ago)x100
Turn-over/ stability index highlight some issues deserved to take into consideration including:
* Numbers for recruitment
* The distribution across the workforce
* Age profiles
* Length of service for each gender (female/ male) of the above
From that, managers can find new approaches or policies to help organizations reach its goals.
3. Assessing the external supply of HR