3. I. What is it? Human resource planning involves getting the right number of qualified people into the right jobs at the right time.
4. II. Why is it important? A. often long lag times to fill positions B. often influences both turnover and productivity C. the “demographic imperative” demands more such planning
5. 2. It works best when it is tied to: a. the organization’s strategic planning process b. all available forecasts (technological, economic, market, etc.) III. How do you do it? 1. It is a process of comparing human resource supply with human resource demand . A. General Comments:
6. 3. When there are variances, action plans must be formulated, e.g., a. for surpluses , will organization use layoffs, retirement incentives, reduced hours, or something else? b. for shortages , will organization use overtime, temporary workers, or recruit new permanent workers? III. How do you do it? A. General Comments:
7. 1. Approaches to forecasting: a. Qualitative: III. How do you do it? B. Methods Used for Human Resource Planning: i. Expert opinions ii. Delphi technique iii. “Bottom-up” approach b. Quantitative (mathematical modeling): i. Regression analysis / Trend analysis ii. Markov analysis
8. 2. Supply Analysis a. Skills inventories III. How do you do it? B. Methods Used for Human Resource Planning: i. Card systems ii. Human Resource Information Systems (HRIS) b. Replacement charts / Succession plans
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15. Example of the Basic Human Resources Planning Model Organizational Objectives Human Resource Requirements Human Resource Programs Feasibility Analysis 1 2 3 4 5
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17. Example of the Basic Human Resources Planning Model Organizational Objectives Human Resource Requirements Human Resource Programs Feasibility Analysis 1 2 3 4 5
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