08 - MGMT - Chapters11and12

08 MGMT- - 11 12 Roadmap • HR Planning • Maintaining a Diverse Workforce • Recruiting Job Applicants • Selecting Job Applicants •

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Unformatted text preview: 11 12 Roadmap • HR Planning • Maintaining a Diverse Workforce • Recruiting Job Applicants • Selecting Job Applicants • Training and Developing Employees • Compensating employees and managing separation The Human Resource Management Process Compensate employees and manage separation Plan human resource needs Recruit job applicants Select job applicants Train and develop employees Maintain a diverse workforce The Human Resource Management Process Compensate employees and manage separation Plan human resource needs Recruit job applicants Select job applicants Train and develop employees Maintain a diverse workforce Human Resource Planning Process Step 1 Conduct job analysis Step 2 Estimate future HR demand Step 3 Document current HR supply Step 4 Estimate future internal HR supply Step 5 Estimate future external HR supply Step 1: Conduct Job Analysis • Job analysis – the systematic investigation and documentation of duties, tools, equipment, conditions, and competencies related to a particular job • Results in a job description • Includes a list of required competencies for the job (job specifications) • Allows managers to categorize work so HR planning can identify needs more specifically Brutally Honest Job Descriptions Step 2: Estimate Human Resource Demand • Predicting how many people with what competencies are required at some point in the future • Relies on organizational strategy, operational plans, and estimates of future demand for the organization’s products or services Step 3: Document Current HR Supply • Examining the stock of employees in various positions and their credentials and competencies • Most large organizations use sophisticated HR information systems to track additional details Step 4: Estimate Future Internal HR Supply • Estimating how many current employees will be in various jobs within the organization at some future date • Can occur on a macro level, micro level, or combination of both levels- Macro level: Managers use estimates of past flows of people through and out of the organization- Micro level : Managers predict and plan for replacement of specific individuals based on their knowledge of those people • offers more precise information about what skills will be required in the future Step 5: Estimate Future External HR Supply • Employees quit, retire, and move into different jobs, so invariably managers depend on the external labor market for new recruits • Given every company’s dependence on the external labor market, managers must anticipate and adjust their strategies accordingly Relying on the Contingent Workforce • The five-step HR planning process is somewhat simplified- It assumes that everyone is a permanent employee but… • Companies are increasingly relying on contingent work , which includes any work arrangement in which the individual does not have an explicit or implicit contract for long-term employment, or one in which the minimum hours of work can vary in a nonsystematic way • Gives companies greater flexibility in HR planning The Human Resource...
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This note was uploaded on 06/29/2011 for the course MANA 3335 taught by Professor Carlin during the Fall '08 term at University of Houston.

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08 MGMT- - 11 12 Roadmap • HR Planning • Maintaining a Diverse Workforce • Recruiting Job Applicants • Selecting Job Applicants •

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