Support Activities Planning 4 .pdf · Labor shortages (demand > supply) and surpluses (demand < supply) Labor Markets 6. 3-7 Labor Markets: Supply of Labor •Trends in supply

Support Activities Planning

Presented by: Kamelia Gulam

Course Code: HUR-332CH 4

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Support Activities

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2- Planning

Planning

• HR Planning is the process and set of activities undertaken to forecast an organization’s labor demand (requirement) and internal labor supply (availabilities), to these projections to determine employment gaps. and to develop action plans for addressing these gaps. Action plans include staffing planning to arrive at desired staffing levels and staffing quality.

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Examples of ExternalInfluences on Staffing

External influences on HR staffing & planning

Economic expansion and contraction

Job growth and job opportunities

Internal labor market mobility

Turnover rates

Economic Conditions

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External influences on HR staffing & planning

Labor demand: organization requirements, KSAs Labor supply: KSAOs available Labor shortages (demand > supply) and surpluses (demand <

supply)

Labor Markets

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Labor Markets: Supply of Labor

• Trends in supply of labor– Quantity of labor

– Labor force trends relevant to staffing• Growth

• KSAOs

• Demographics

• Other trends ???

• KSAOs available– Educational attainment

– Literacy

– Motivation

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Labor Markets: Other Issues

• Labor shortages and surpluses– “Tight” labor markets

– “Loose” labor markets

• Employment arrangements– Full-time vs. part-time

– Regular or shift work

– Alternative employment arrangements• Exh. 3.4: Usage of Alternative Employment

Arrangements and Contingent Workers

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Technology

• Reduces demands for some jobs

– Replacement for labor

– Makes products or services obsolete

• Increases demands for others

– Change in market composition

– New product development

• Changes in required skills

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Labor Unions

• Trends in union membership

– Percentage of labor force unionized

– Private sector unionization rate

– Public sector unionization rate

• Contract clauses affecting staffing

• Impacts on staffing

– “Spillover effects”

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Labor Unions: ContractClauses Affecting Staffing

• Management rights

• Jobs and job structure

• External staffing

• Internal staffing

– Job posting

– Lines of movement

– Seniority

• Grievance procedure

• Guarantees against discrimination

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Overview: HumanResource Planning

• Process and Example

• Initial Decisions

• Forecasting HR Requirements

• Forecasting HR Availabilities

• Reconciliation and Gaps

The Basic Elementsof Human Resource Planning

(5) Develop

Action PlansCompare

(1) Forecast Labor

Requirements

(2) Forecast Labor

Availabilities

(4) Determine

Gaps

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The Basic Elementsof Human Resource Planning

What is Human Resource Planning (HRP)?

Involves activities to

Forecast an organization’s

Labor demand -- Requirements

Internal labor supply -- Availabilities

Compare projections to determine employment gaps

Develop action plans to addressing the gaps

Staffing planning

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HRP: Initial Decisions

• Strategic planning– Comprehensiveness

– Linkages with larger organizational mission

• Planning time frame

• Job categories and levels– What jobs will be covered by a plan?

• Head count (current workforce)

• Roles and responsibilities

Staffing Planning

• This is a vital phase of the planning process.

• Staffing planning process:

1- Staffing objectives

2- Generating Alternative Staffing Activities

Staffing alternatives to deal with employee shortages and surpluses

3-Assessing and Choosing Alternatives

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1-Staffing objectives

• The objectives are the targets the organization establish to determine how many people will need and in which job category.

• They may require the establish of quantity and quality.

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2- Generating Alternative Staffing Activities

• With quantitative and qualitative objectives established, it is necessary to begin identifying possible way of achieving them.

• There are many options available to deal with employee shortage and surpluses.

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Generating Alternative Staffing Activities

Surplus

• Hiring freeze

• Layoffs

• Transfer

• Retirement incentives

• Reduce work week

• Reduce part-time

Shortage

• New Hires

• Transfer

• Training/Retrain

• Overtime

• Part-time

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Staffing Alternatives to Deal With Employee Shortages

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Staffing Alternatives to Deal With Employee Surpluses

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Internal Versus External Staffing

3- Assessing and Choosing Alternatives

• Each of this alternative need to be assessed to help the decision makers choose among them.

• The goal of such assessment is to identify one more preferred activities.

• A preferred activities offers the highest likelihood of attaining the staffing objective within the time limit established, at the least cost and with the fewest negative side effects.

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Recruitment and Selection Conclusion

To fill a vacancy created in an organization it should be filled by a right person at right time at right cost.If recruitment and selection goes right the goal is achieved.Also it includes cost so it should be done at predetermined cost.

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