HRM 2

14問 • 1年前

問題一覧

the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills. It is the process of matching the internal and external supplies of people with job openings anticipated in the organization over a specific period of time.

HUMAN RESOURCE PLANNING

the determination of the overall organizational purpose and goals and how they are to be achieved. Human resource is the integral component of a strategic plan, which greatly affects productivity and organization performance.

STRATEGIC PLANNING

Two Important Components of the Human Resource Planning

REQUIREMENT AVAILABILITY

Aspects of Human Resource Planning

Systematic Forecasting of Manpower Needs Performance Management Career Management Management Development

Five Steps to Human Resource Planning

Determining the workload inputs based on the corporate goals and objectives Studying the jobs in the company and writing the job description and job specifications Forecasting of manpower needs Inventory of Manpower Improvement Plans

Planning Techniques in HR Management

SKILL INVENTORY RATIO ANALYSIS CASCADE APPROACH REPLACEMENT APPROACH COMMITMENT APPROACH SUCCESSOR PLANNING APPROACH

This approach involves the listing of all the skills possessed by the workforce and they are made to relate to the requirements of the organization. This technique requires detailed information of the experience and training of every individual in the organization.

SKILL APPROACH

This is a technique wherein the personnel who are promotable to the higher positions are identified together with their backup or understudy. There should be a ratio that will ensure that promotions will not create any void. To accomplish this, recruitment must support the backup requirements. At the same time, training must be done to develop the backup ratio.

RATIO ANALYSIS

Under this approach the setting of objectives flows from the top to bottom in the organization so that everyone gets a chance to make his contribution. This approach results in the formulation of a plan wherein the objectives of the rank and file get included in the blueprint for action. The plan is then a participatory planning outputs.

CASCADE APPROACH

Under this approach, HRP is done to have a body of manpower in the organization that is ready to take over existing jobs on a one-to-one basis within the organization. This approach calls for year-round acceptance of applications for possible replacements.

REPLACEMENT APPROACH

This technique involves the supervisors and personnel in every component of the organization on the identification of manpower needs in terms, skills, replacements, policy, working conditions and promotion so that human resource in the organization may be up to the challenge of current and future operations. The units thus become conscious of their needs and aware of the ways the human resource requirements can be met.

COMMITMENT PLANNING APPROACH

Proportionately by the desired expansion rate stated by management as to the total manpower needs. The cost of doing the activities is likewise increased. Any new concern set up at a starting scale and viewed in proportion with other comparable aspects of the existing plan. This approach also enables the personnel staff to get by without having to ask much from management, which in turn does not expect much from the HR staff in terms of radical change.

SUCCESSOR PLANNING

Four Basic Terms of Manpower Forecasting

LONG TERM TREND CYCLICAL VARIATION SEASONAL VARIATION RANDOM VARIATION

3 reports

ROUTINE Exception ON DEMAND

governance

Jan Rick Trinidad · 40問 · 2年前

governance