Chapter 13 - ©2004 by Nelson, a division of Thomson Canada...

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Unformatted text preview: ©2004 by Nelson, a division of Thomson Canada Limited 1 Chapter 13 Managing Human Resource Systems ©2004 by Nelson, a division of Thomson Canada Limited 2 What Would You Do? Albian Sands Energy Inc. $86 billion will be invested in 63 projects between 1996 and 2010 Tremendous shortage of skilled and unskilled workers Highly competitive environment for workers Over the next year 600 employees must be hired How do you hire and retain a qualified workforce? ©2004 by Nelson, a division of Thomson Canada Limited 3 Learning Objectives: Determining Human Resource Needs After reading the next two sections, you should be able to: 1. describe the basic steps involved in human resource planning 2. explain how different employment laws affect human resource practice ©2004 by Nelson, a division of Thomson Canada Limited 4 The Human Resource Management Process Determining human resource needs human resource planning Attracting qualified employees recruiting selecting Developing qualified employees training performance appraisal Keeping qualified employees compensation employee separation Adapted from Exhibit 13.1 ©2004 by Nelson, a division of Thomson Canada Limited 5 Human Resource Planning Forecasting Demand and Supply Human Resource Information Systems ©2004 by Nelson, a division of Thomson Canada Limited 6 Forecasting Demand and Supply Workforce forecasts internal external Forecasting methods direct managerial input best guess statistical/historical ratios ©2004 by Nelson, a division of Thomson Canada Limited 7 Workforce Forecasting: Internal Factors New positions New equipment and technology Eliminated positions Terminations Retirements Resignations Turnover Transfers Deaths Promotions Organization’s mission Productivity of current employees skills/education of current employees Adapted from Exhibit 13.2 ©2004 by Nelson, a division of Thomson Canada Limited 8 Workforce Forecasting: External Factors Demographics of labour supply Geographic population shifts Shift from manufacturing- to service- to information- based economy General economic conditions Unemployment rate Labour unions Availability of applicants Technological advances Strength and number of competitors Growth in particular businesses and markets Adapted from Exhibit 13.2 ©2004 by Nelson, a division of Thomson Canada Limited 9 Human Resource Information Systems (HRIS) Computerized employee information systems Uses transaction processing employee self-service decision support systems ©2004 by Nelson, a division of Thomson Canada Limited...
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This note was uploaded on 01/08/2010 for the course MGMT 2300 taught by Professor Thompson during the Spring '09 term at Nipissing.

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Chapter 13 - ©2004 by Nelson, a division of Thomson Canada...

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