Schwind07IM03-4 - Chapter 3 Human Resource Planning 3 HUMAN...

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Chapter 3 Human Resource Planning HUMAN RESOURCE PLANNING CHAPTER OBJECTIVES After studying this chapter, you should be able to: Explain why an organization’s human resource plan should be consistent with its strategic plan. Discuss methods for estimating an organization’s demand for human resources. Explain the various methods of estimating a firm’s supply of human resources. Identify solutions to shortages or surpluses of human resources. Discuss key emerging work options and arrangements. Discuss the major contents of a Human Resources Information System (HRIS). List the major approaches to accounting for human resources. POWERPOINT ® SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint ® files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you don’t want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 3-1 3
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Part 2 Planning Human Resources LECTURE OUTLINE (with PowerPoint ® slides) Human Resource Planning Slide 1 Human Resource Planning Slide 2 Relationship to Strategic Planning Slide 3 Relationship between Slide 4 Causes of Demand for Human Resources Slide 5 RELATIONSHIP OF HUMAN RESOURCE PLANNING TO STRATEGIC PLANNING Human Resource planning systematically forecasts an organization’s future demand for and supply of employees, and then matches supply with demand. The human resource department will then contribute to the success of the organization’s strategic plan in several ways: Effective Human Resource Planning Enables the Very Survival of an Organization -- An organization needs to be staffed with the right numbers and types of people to provide for long-term success Different Organizational Strategies Require Varying Human Resource Plans -- e.g. growth or expansion strategy usually requires aggressive hiring, training, and /or promotions; a reduction strategy often requires layoffs, early retirements etc. Human Resource Planning Facilitates Proactive Response to Environmental and Legal Challenges -- Human resource planning (employment planning) facilitates better recruitment, selection and training strategies to meet equal employment commitments Tactical Plans, to Be Successful, Require Matching Human Resource Plans -- Firm’s strategic plan is executed through many short-range, tactical (operational) plans -- The overall organizational strategy defines the human resource objectives which are accomplished through appropriate human resource plans -- Employment planning is more common in large organizations THE DEMAND FOR HUMAN RESOURCES 1. External Challenges
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This note was uploaded on 03/03/2011 for the course BUS 341 taught by Professor Smith during the Spring '11 term at Wilfred Laurier University .

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Schwind07IM03-4 - Chapter 3 Human Resource Planning 3 HUMAN...

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