HRM
- 1. The Process of Human Resource Planning • Organizations need to do human resource planning so they can meet business objectives and gain a competitive advantage over competitors. – Human resource planning compares the present state of the organization with its goals for the future – Then identifies what changes it must make in its human resources to meet those goals
- 2. Overview of the Human Resource Planning Process
- 3. Human Resource Forecasting • HR Forecasting attempts to determine the supply and demand for various types of human resources, and to predict areas within the organization where there will be labor shortages or surpluses. There are three major steps to forecasting: 1. Forecasting the demand for labor 2. Determining labor supply 3. Determining labor surpluses and shortages
- 4. Determining Labor Surplus or Shortage • Based on the forecasts for labor demand and supply, the planner can compare the figures to determine whether there will be a shortage or surplus of labor for each job category. • Determining expected shortages and surpluses allows the organization to plan how to address these challenges.
Editor's Notes
- Trends and events that affect the economy also create opportunities and problems in obtaining human resources. To prepare for and respond to these challenges, organizations engage in human resource planning – defined in Chapter 1 as identifying the numbers and types of employees the organization will require to meet its objectives.
- Figure 5.1 shows the human resource planning process. The process consists of three stages: Forecasting Goal setting and strategic planning Program implementation and evaluation
- The first step in human resource planning is forecasting. The primary goal is to predict which areas of the organization will experience labor shortages or surpluses.
- Issues related to a labor surplus or shortage can pose serious challenges for the organization.