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5 Cards in this Set
- Front
- Back
- 3rd side (hint)
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1. What Is HR Planning and its Purpose and give an Illustration |
- HR planning as “…. the process of systematically reviewing human resource requirements to ensure that the required number of employees, with the required skills, are available when and where they are needed … - Human resource planning involves matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time. HR planning is a management process, which involves the following elements: - forecasting workforce requirements for an organisation to execute its business;- forecasting human resources available for meeting these needs and doing a scan of the internal and external environments of the organisation;- identifying the gaps between what will be needed and what will be available, and developing the necessary action plans; and - Implementing and monitoring these action plans.
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- Workforce requirements - Availability of human resources - Scan internal & External environment - Identify Gaps & Action Plans - Implementing & Monitoring |
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The Purpose of HR Planning |
- To reduce labour costs by helping management to anticipate shortages or surpluses of human resources, and to correct these imbalances before they become unmanageable and expensive;- To provide a basis for planning employee development that makes optimum use of workers aptitudes; -To improve the overall business planning process, by identifying the HR needs of the organisation based on the organisation’s overall business strategies;- To provide more opportunities for minority groups in future and to identify the specific skills available (affirmative action);- To promote greater awareness of the importance of sound human resource management throughout all levels of the organisation;- To create and modify HR policies, procedures and practices to align the demand and supply of HR in the organisation;- To provide an instrument for evaluating the effect of alternative human resource planning activities and policies; and- To create an understanding of the labour market in terms of availability of talent for present and future needs |
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2. Discuss the factors that could have an influence on determining the responsibility of HR Planning in an Organization. |
a)The size of the organisation: -The focus is here on the resources, human resources in particular, i.e. the number of people required to do the work." b)The maturity of management considering HRM:-Maturity” refers to the organisation’s readiness to become involved in the HR planning process, ability to get a team to drive this process. - HRP specialists are considered to be the experts on the HR planning process, as well as on environmental challenges, risks, opportunities and constraints. c) Specialist approach vs. the devolution approach: - The extent to which HRM is handled by specialists or has been devolved to other levels of management - organisation’s decision to follow a specialist or devolution approach, is closely related to the size of the organisation. - Large organisations, a specialist section within the HR department would initiate and coordinate the overall HR planning, with the necessary inputs from line management.
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Responsibility of HR Planning in very large organisations |
- HRP SPECIALISTS - Participants in strategic planning process for entire organisation - Identifies HR strategies - Designs HR planning data systems - Compiles and analyses data from managers on staffing needs - Implements HR plan as approved by top management
- LINE-MANAGERS - Identify supply and demand needs for each division/department - Review/discuss HR planning information with HR specialists - Integrate HR plan with departmental plans - Monitor HR plan to identify changes needed - Review employee succession plans associated with HR plan |
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Discuss the Benefits of Effectively HR Planning to the Organisation at Large: |
- it allows using employees through accurate, efficient alignment of the workforce and its strategic objectives. - It helps to ensuring that replacements are available to fill important vacancies – especially during times when organisations face increased turnover, labour market shortages and limited compensation levels - It provides realistic staffing projections for budget purposes. - It ensures that recruitment resources are more efficiently and effectively used. - It provides better-focused investment in training and retraining, development, career counselling, and productivity enhancement. - It helps maintain or improve diversity profile – especially in terms of affirmative action requirements |
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