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TOPIC 1: HUMAN RESOURCE PLANNING (HR Planning Process (Step 5: HR Plan…
TOPIC 1: HUMAN RESOURCE PLANNING
Definition
Continuous process of systematic planning to achieve optimum use of an organization's most valuable asset — its human resources
Environment Assessment
External environment
Threats and opportunities
Economic conditions of the industry, laws and policies, market trends, technological changes or social concerns
Internal environment
Strengths and weaknesses
Mission and vision statement, organisational chart, culture, teamwork, coordination and employee efficiency.
Purpose
Address and achieve organisational goals
Deal with long-term HR needs
Review and improve employee’s standards, skill knowledge and abilities
Maximize the productivity of an organization by optimizing the effectiveness of every employee
Ensure the best fit between employees and jobs and at the same time avoid shortage or surplus in manpower
Roles involved in HR Planning
Line Manager
HR Department
Importance of HR Planning
Enables the organisation to identify areas of surplus and shortage of personnel
Optimum use of human resources in the organisation
Advantages of HR Planning
Predicting staff needs
Employee Development
Talent Management
Disadvantages of HR Planning
Overlooking industry changes
Over planning
Costly
HR Planning Process
Definition
Continuous process of forecasting the organisation’s demand and supply of human resource needs to achieve its goals for the future
Step 1: Determining Organisational Objectives
Step 2: Forecasting Human Resource Requirements (Demand)
Step 3: Forecasting Human Resource Availability (Supply)
Internal sources
External sources
Step 5: HR Plan Implementation
Labour Equilibrium (Demand = Supply)
Labour Shortage (Demand > Supply)
Labour Surplus (Demand < Supply)
Step 4: Gap Analysis: Summarizing HR Requirements
Succession Planning
Plans that the organisation makes to fill their key managerial positions once the positions are vacant