HR_Planning_Study_Note - Human Resource Management H ADM...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Human Resource Management Human Resource Management H ADM 2211 H ADM 2211 Fall 2008 Fall 2008 Tuesdays & Thursdays 08:40-09:55 Tuesdays & Thursdays 08:40-09:55 565 Statler Hall 565 Statler Hall Instructor Sean A. Way, Ph.D. Assistant Professor of Human Resource Management Office 541B Statler Hall Office Telephone 607.255.9017 Personal Mobile 607.220.4505 E-mail saw234@cornell.edu Office Hours Tuesdays & Wednesdays, 10:30-13:00 and by appointment HUMAN RESOURCE PLANNING STUDY NOTE STUDY NOTE * Mondy (2008: 104) defines human resource planning (HRP) as “the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time”. Bohlander and Snell (2007) define HRP as “the process of anticipating and providing for the movement of people into, within, and out of an organization”. Overall, the purpose of HRP is to help managers deploy the correct number and types of people, where and when they are needed, in order to accomplish the organization’s goals. Forecasting is a critical element of planning. The three elements of the HR forecasting model are: (1) Forecasting demand, (2) Forecasting supply, and (3) Balancing supply and demand considerations Exhibit 2.1: HR Forecasting Model FORECASTING DEMAND Considerations Product/service demand Technology Financial resources Absenteeism/turnover Organizational growth Management philosophy Techniques Trend analysis Managerial estimates Delphi technique Staffing tables Markov analysis Skills inventories Management inventories Replacement charts Succession planning External Considerations Demographic changes Education of the workforce Labor mobility Government policies Unemployment rate FORECASTING SUPPLY BALANCING SUPPLY AND DEMAND Shortage Creative Recruiting Workforce Structure Full -time, Part time, Part -time, Contingent time, Contingent Compensation Incentives Training Programs Different Selection Standards Surplus •Reduced Hours Reduced Hours Layoffs Terminations Demotions Early retirement
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
1. Forecasting demand (requirements forecast). A requirements forecast involves determining the number and type of people needed to meet organizational objectives – i.e., estimating in advance the number and types of people needed to meet the organization’s objectives. A variety of factors, including competitive strategy, technology, structure, and productivity, can influence the demand for labor 2. Forecasting supply (availability forecast). An availability forecast involves determining if the number and type of people needed to meet the organization’s projected demand are available. In order to forecast availability, managers must look at both internal sources (present employees) and external sources (the labor market).
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 04/07/2009 for the course H ADM 211 taught by Professor Sway during the Fall '07 term at Cornell University (Engineering School).

Page1 / 7

HR_Planning_Study_Note - Human Resource Management H ADM...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online