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Human Resource Planning

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by

Corey Davis

on 26 February 2013

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Transcript of Human Resource Planning

What is Human Resource Planning? - optional and free of charge luxuries provided by the company to employees Compensation and Benefits - the movement of employees in and out of a business Labour Turnover Employee Relations Organizations must identify training needs and implement training programs to satisfy these needs

Training sessions allow companies to enhance employee performance and competence through teaching and developing skills Training and Development TRAINING PROGRAMS MUST SUPPORT A COMPANY'S STRATEGIC GOALS! Retention Results How does a company properly select an overall best candidate out of a pool of extremely qualified people? In order for employees to perform most efficiently and effectively, they must have a strategic work-life balance. - Employees must separate their work and life by making time for both. Company
Success The Recruitment Process The Office The Success of the ORGANIZATION What is Strategy? Strategies Flexible A plan for how an organization intends to achieve their goals Strategy Strategic Planning 1. Establish the mission, goals, values

2. Analyze the external environment

3. Determine competitive position

4. Identify competitive advantage

5. Implementing the strategy - The process of identifying the right people for the right job, at the right time.
- It includes effectively integrating these people with the organization
- Training employees to increase their functional skill
- Develop skills for future roles
- Placing them in a job that corresponds to their characteristics
- Motivate them to perform to their full potential PEOPLE So what is this all about?... - The process of hiring the best qualified candidates for a specific job in a timely manner Planning for the right people: A company must;

Identify which tasks/roles need to be filled 1. JOB ANALYSIS = Detailed information about the jobs in the organization; what are the requirements of the job

a) Job description - Outlines the tasks, duties, responsibilities of a job

b) Job specification - Produces knowledge, skills, abilities that a candidate should posses for the job 2. Forecasting labour supply Planning for the right people: - Anticipating the needs for a company's workforce

- Getting the right people with the required skill sets - looking internally (within the organization) or externally (outside of the organization);
---> Screening potential employees

- Internally ---> Skill Inventories
= profile for each of the employees within the org. which displays the employees training, educational background, previous work experience, aspirations
* Examines whether an employee is right for the potential position
- Externally ---> Screening process
= Conduct interviews to assess whether the applicant meets the job criteria and skill level required Forecasting labour demand Planning for the right people: - Managers must look at; * Economic conditions

* Past sales / past trends

* Consumer spending / confidence

* GDP How does labour supply and demand relate when recruiting? Planning for the right people A company must make sure that labour supply and demand are consistent with one another If labour supply is greater than demand, a company must make changes to its workforce in order to cut back on costs i.e:
- layoffs
- giving incentives for early retirement If demand is greater than labour supply, a company must recruit qualified candidates to fill the needed roles in order to remain competitive i.e:
- Recruitment process 3. Selection - must carefully plan for thorough interviews and determine an interviewer who will effectively consider the applicant's: Technical Skills Cultural Fit Qualities Aspirations Communication Teamwork ability Attitude For example... If a company's overall strategic goal is to continue to grow and expand internationally... Managers will plan a training program that will work on teaching employees multiple languages so... workers can communicate effectively with the international market When to Train? To develop and enhance knowledge and skills required for a specific job of newly recruited employees To improve on performance as a result of employee deficiencies and work ineffectiveness Benefits: Compensation: - Includes employee's salary, wages, bonuses, programs, and benefits that become available to employees Benifits Compensation Life insurance Medical insurance Dental insurance Pension Plan Fitness programs Stock options Childcare subsidies Pet insurance Paid holidays Salary Training When to Train? To improve and build on skills due to promotions or transfer of employees Flexible work hours Office improvement To teach employees how to adjust to an environment change Overtime pay Bonuses Rewards Benefits and compensations are used to
MOTIVATE employees to remain loyal to the company, and perform to their maximum potential Strategic Compensation and Benefits The success of an organization depends on the competence and effectiveness of its employees It is essential for the management to keep its valuable employees Employee without benefits Why??? Employee with benefits To maintain company competitiveness What is the role of HR in employee retention? Motivatio n HR should sit with and speak face to face with unsatisfied employees about the reasons for their discontent Try to provide solutions to the issue at hand Example- If the employee is highly valuable, increase salary minimally Likely issues to face are: Salary Management conflict Job dissatisfaction Relationship with co-workers M
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N GOAL HR must ensure that the organization is recruiting employees that actually fit the role of a job The success and failures of a company directly corresponds to the relationships employees share with their co-workers and managers Why do employees choose to leave a company? Loss of motivation Recruiting the wrong employees Unsatisfying wage levels Cultural conflict Co-worker and management conflict Employer-employee relationship Results in; productivity, motivation, positive morale *Turnover is costly Happy employees ---> Productive employees ---> Successful company Planning for employee relations HR should plan motivational activities such as external training sessions where employees learn something new that doesn't relate to routine work HR should plan and launch incentive schemes to enhance motivation! How to prevent large turnover rates *Communication is key* - If the organization communicates effectively, employees will know what to expect If employees lack motivation and lack job interest, HR should retain employee motivation through... JOB DESIGN! Job Enlargement
Job Rotation
Job Enrichment The key component within any business relationship is TRUST HR professionals play a huge role in managing business relations within the organization *Responsible for binding employees and employers together and building relationships based on trust How does HR plan to meet this objective Conduct activities which involve all employees Plan after hour get togethers at the workplace Plan and organize extra- curricular activities (sports days) HR and managers must plan concise orientations regarding work expectations in order to extract an employees best potential and allow him to feel satisfied with his position Job satisfaction-->Happy employee--> Less conflict Coaching managers and employees Training sessions to improve on workplace collaboration Evaluating Job Performance Level of performance is measured through these goals and guidelines Performance expectations broken down into 2 categories: Action and Behaviour + HR must develop job standards and objectives When planning for performance management HR professionals evaluate through: Direct Observation Establish checklists for supervisors Conduct performance appraisals Create rating scales WHATS NEXT? HR will use this data to evaluate employee behaviour, attitude, skill and effectiveness in producing satisfactory results IF EMPLOYEES ARE NOT MEETING EXPECTATIONS... HR professionals know to implement training programs to enhance employee performance Work-Life Balance work life How do we help employees achieve the perfect balance? Strategic work-life balance Organizations can encourage employees work life balance by; - Discouraging work during vacations

- Limiting the number of hours a week work can be done (at home and in the workplace)

- Discouraging employees from showing up to work sick

- Offering flexible work arrangements Healthy Employees Healthy Company TEE BEE SEA BIRD PROFILE http://4.bp.blogspot.com/-WEhVvwUIbJU/ULyvmU9fqrI/AAAAAAABy5k/LZIXHYX5kEo/s1600/Rainbow.png RAINBOW
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