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HRM Activity - HR Planning (HRM Model and HRP (Dynamic environment,…
HRM Activity -
HR Planning
HR Planning
- the process of balancing the demand and supply of labour to manage a firm's human resource requirements
Right
people
, right
place
, with the right
skills
at the right
time
and at the right
price
HRM Model and HRP
Dynamic environment
Vision --- Strategic business plan --- Key stakeholders
Human Resource Strategy
Human Resource Plan
Environmental scanning
(a) External - global, national, industry
(b) Internal
Labour demand forecasting
Labour supply analysis
Balancing demand and supply
HRP Model
Labour demand forecasting
Considerations
Product / service demand
Economics
Technology
Financial resources
Absenteeism / turnover
Organisational growth
Management philosophy
Strategic plans
Techniques
Trend analysis
Indexation
Modelling
Expert analysis
Delphi technique
Labour supply analysis
Internal
Staffing tables
Skills inventories
Management inventories
Replacement charts
Succession planning
External
Demographic changes
Education of workforce
Labour mobility
Government policies
Unemployment rate
Balancing supply and demand
Recruitment (shortage)
Full time
Part time
Job/ work design
Career management
Remuneration practices
Reductions (surplus)
Dismissals
Retirements
Retrenchments
SHRM - HR Planning
SHRM concerned with responsiveness of HR strategy to meet business requirements (vertical, horizontal, temporal fit)
Links HR strategy to organisational strategy to achieve an organisation's strategic goals
Lack of planning means that the organisation does not achieve its goals and employee needs are compromised
Advantages of HRP
Human resources in organisations will be better utilised
Employee and organisational objectives can be more closely matched
Labour and workforce will be better managed
Employees can be recruited at the best time in line with future organisational requirements
Improvements can be made to profitability and productivity
Under-supply or idle labour can be avoided
Ageing workforce and talent or skill gap - training and skill requirement
Disadvantages of HRP
Time-consuming or difficult
Costly
The complexity especially in a large organisation
Adequate HR databases may not be in place
Top management may not recognise the need for change