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08 - MGMT - Chapters11and12

08 - MGMT - Chapters11and12 - 11 12 Roadmap HR Planning...

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11 12
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Roadmap HR Planning Maintaining a Diverse Workforce Recruiting Job Applicants Selecting Job Applicants Training and Developing Employees Compensating employees and managing separation
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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
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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
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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
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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
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Brutally Honest Job Descriptions
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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
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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
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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
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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
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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
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