Video Vilma Couti\u00f1o Hill MSc CHRP CHRL Summer 2017 Causes of Demand for Human

Video vilma coutiño hill msc chrp chrl summer 2017

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Video Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Causes of Demand for Human Resources Economic developments Social-political-legal challenges Technological challenges Competitors Strategic plan Budgets Sales & production forecasts New ventures Organizational & job design Retirements Resignations Terminations Deaths Leaves of absence External Organizational Workforce Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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The Supply of Human Resources Internal Supply Estimates External Supply Estimates Labour market analysis Replacement charts & summaries Community attitudes Transition matrices & Markov analysis Skills inventories Management inventories Demographic trends Source: Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Forecasting Human Resource Needs Forecasting Methods Trend Projection Other Extrapolation Indexation Budget and planning analysis New-venture analysis Computer-based simulation models Expert Informal and instant forecast Formal expert surveys Delphi technique Source: Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Expert Forecasts Informal and instant decisions Manager believes the workload justifies another employee Formal expert surveys Planners survey managers May use questionnaires or focused discussions e.g. nominal group techniques Delphi technique Solicits estimates from a group of experts, (usually managers) until convergence in opinions occurs Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Trend Projection Forecasts Extrapolation Extending past rates of change into the future Indexation Matching employment growth with an index eg. ratio of production employee to sales Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Other Forecasting Methods Budget and Planning Analysis Organizations that need human resource planning generally have detailed budgets and long-range plans New-Venture analysis Making comparisons to firms with similar operations Computer-based Simulation Models More sophisticated forecasting approaches involving computer and computer models Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Steps in Strategic HRM Analysis Environmental Analysis Organizational Mission & Goals Analysis Analysis of Organizational Strengths & Culture Analysis of Organizational Strategies Supply and Demand Choice & Implementation Of HR Strategies Review & Evaluation of HR Strategies Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Relationship Between Strategic & HR Plans Overall Corporate Strategy Human Resource Plans Operational/ Tactical Plans Human Resource Objectives Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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Proactive vs. Reactive HRM Strategies Proactive HR problems are anticipated and corrective action begins before the problem exists Early and Strategic involvement • Anticipate Long-term involvement Reactive Occurs when decision-makers respond to HR problems Fire-fighting and short-term Late and reactive involvement HRM included as an afterthought Vilma Coutiño-Hill, MSc., CHRP, CHRL Summer 2017
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