Hlecture5

Hlecture5 - 1 HUMAN RESOURCE PLANNING (HRP) Professor Bruce...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
HUMAN RESOURCE PLANNING (HRP) Professor Bruce Fortado MAN 4301/6305 University of North Florida Human resource planning generally refers to getting the right people, in the right numbers, in the right place, at the right time. A survey of CEOs of large companies found they typically spent 20-40% of their time on talent management (Dessler, 2009: 74). (1) Why is this the hot new topic in HRM? * There is a growing recognition of the importance of quality people to an organization's success. Human asset assessments are often done in expansions and acquisitions. In expansions, plans over the number of people and their skills are just as critical to success as a capital purchases. If you cannot get the right people, in the right numbers, in the right place, at the right time, you will be shut down just like you would have from a lack of inputs or equipment. In acquisitions, one should assess the human assets just like one assesses the equipment, buildings, land, and inventory. After a takeover, however, many companies remove the top managers to assert control. This effectively divorces the new leaders from the past, shakes up the troops, and makes room for a new loyal team. Other good managers may leave due to the turmoil. Hence, a key part of the human assets are lost. * There is also a growing recognition that people and their expectations are changing. People expect more than pay and say so (interesting work, participation, etc.). Families may be a higher priority today (child care, etc.). Some people, for example engineers, may want to remain in their technical field rather than entering management late in their careers. Hence, alternative career paths may be needed. Moves have become more difficult with two spouses working. Transfer and relocation plans must be altered. Life crises at various ages have been recognized. Employee Assistance Programs (EAPs) may be offered to salvage rather than discard struggling employees. These factors make planning more difficult, but also more essential. For years HR managers have been complaining about their mediocre status, and the lack of attention and support they receive. Currently, they are getting more attention. Are they going to deliver the goods? (2) Conducting HRP depends on having a good Human Resource Information System (HRIS). The HRIS is a centralized information base concerning employee characteristics, which can include a wide variety of information: pay roll records, personal data, work experience, product knowledge, industry experience, training, education, skills, foreign language fluency, career interests, relocation limitations, performance evaluation results and promotability assessments. The Potential Benefits
Background image of page 1

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

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 4

Hlecture5 - 1 HUMAN RESOURCE PLANNING (HRP) Professor Bruce...

This preview shows document pages 1 - 2. Sign up to view the full document.

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