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WHAT IS HUMAN RESOURCES HUMAN RESOURCE PLANNING = ALL ABOUT WORK FORCE PLANNING Labor . Human Resource Planning: analyzing and FUNCTIONS AND EVOLUTION forecasting the numbers of workers and the Labor is one of four factors of OF HUMAN RESOURCES skills of those workers that will be required production by the organization to achieve it's objectives. Can't have a successful Forecasting the number of employees required Forecasting the skills required business without taking it into account! Labor Turnover: measures the rate at which employees are leaving an organization MRS. LOVE INFLUENCERS OF HR PLANNING INFLUENCERS OF HR PLANNING INFLUENCERS OF HR PLANNING Demographic changes . Changes in labor mobility . New communication technology . Natural population growth and decline . Occupational mobility of labor: extent to which . Information and communication technologies . New migration (immigration compared to emigration) workers are willing and able to move jobs to (ICT): is an umbrella term that includes any . Ageing population (average age of the population different jobs requiring different skills. communication device or application, encompassing: increases as a result of rising life expectancy) For example: radio, television, cellular phones, computer and Acquired attributes of worker (education, skills, . Examples of demographic changes: experience, etc. network hardware and software, that allows . Net migration rate - More Emigrants (people leaving) Age - younger more likely to move employees to communicate and telework. means smaller workforce Specialization - can increase a istease and decrease mobility depending on circumstances Benefits: Retirement age - at what age are employees leaving Discrimination - age, race, religion, gender, etc. . Geographic distance not an issue the workforce Geographic mobility of labor: extent to which . No need to rent expensive office space Flexibility of workforce - multi-skilled??? workers are willing and able to more geographically . Unemployment to take a new job . Absenteeism decreases . Women revolving thru workforce Factors that impact this decision are: Employees save commuting expenses Family and friend Relocation costs Childcare impacted Language and cultural differences Fear of the unknownRECRUHTMENT s) The process of identifying the need for a new employee, defining the job to be filled and the type of person needed to ll It, attracting suitable candidates for the job and selecting the best one. i. Establish exact nature of the job vacancy and draw up a job description 3 Job description: outline of key details of a particular job. Includes job title, roles a duties, responsibilities 1, Draw up a person specification a Person specification: detailed list of qualities, skills, and qualifications that a successful applicant will need to have 3 Prepare a job advertisement reecting the requirements of the job ad the personal qualities being looked for In Job advertisement should be truthful, relevant, accurate, positive, short 4, Draw up a short list of applicants 5, Conduct interviews RECRU HTMENT Job Descpou TRAHNHNG Training: Work-related education to increase workforce skills and efficiency l- Four types of training: r 0n the job training - instruction at the place of work on how the job should be performed Off the job training - all training undertaken away from the business (i.e. work related college course) Cognitive training . exercises designed to improve a person's ability to undersmnd and learn information Behavioral training - training with the purpose to improve the ability to communicate and interact with others both internal and external to the company EMPLQYEE APPMHSAL The process of assessing the effectiveness of an employee judged against present objectives W Four types of appraisal: l Formative- based on a range of formal and informal assessments to support, guide and monitor employee progress. ) Summative - measure the level of an employee's success of proficiency in meeting predetermined benchmarks a 360 degree appraisal Collect feedback from all who interact with employee including peers, subordinates, managers, etc, i Self-appraisal - employees rate themselves based on predetermined criteria in regard to job performance. Will an employee be honest? Modest? Immodest? DHSMHSSAL 8t REDUNDANCY Dismissal - being removed from a job due to incompetence or breach of discipline @ Contract of employment - a legal contract that sets out the terms and conditions governing a worker's job Unfair dismissal - ending a worker's employment for a reason that the law regards as being unfair Redundancy - when a job is no longer required so the employee doing his job becomes redundant through no fault of his or her own EMPLQYMENT PATTERNS E: PRACTHCES 3 Traditional practices 9 Current practices 6 Full-ti me employment D Part-time and temporary contract contracts a Teleworklng '1 PGFmanent sum working from home but employment Wn'tf with the office commas a Flexible hours contracts Regular working a Portfolio working Working pattern oi following several simuhaneous employment: at any one time hours each week a Work at employers place of work Rationale for change in patterns: focus on competitiveness, need or greater labor flexibility, outsourcing, changing social Ft demographic patterns HR STM'TEGHES Strategies to improve profits and the success of the business undertaken by HR are: - Outsourcing: an arrangement in which one company provides services for another company that could usually have been provided in-house I Offshorl'ng: relocation of a business process done in one country to the same or another company in another country - Re-shoring (in-shoring): reversal of offshoring; transfer of business process or operation back to its country of origin