机工社人力资源管理英文版教材chapter02合集课件.ppt
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1、Chapter 2:Planning for Human ResourceCompany LOGO2-1 Gaining Competitive Advantage2-2 HRM Issues and Practices2-3 The Managers GuideChapter Objectives Understand how human resource planning contributes to a firms competitive advantage.Explain why and how firms engage in strategic planning.Explain wh
2、y and how human resource planning activities are conducted.Describe how HRM practices are developed in response to an HR plan.Company LOGO2-1 Gaining Competitive Advantage2-1a Opening Case:Gaining Competitive Advantage at General MotorsThe Problem:Time Spent Completing HR Transactions Hurts Employee
3、 and HR ProductivityThe Solution:Developing an Employee Services Center WebsiteHow the Career Services Center Enhanced Competitive Advantage2-1b Linking Human Resource Planning to Competitive Advantage HR planning is defined as the process of identifying and responding to organizational needs and ch
4、arting new policies,systems,and programs that will assure effective human resource management under changing conditions.The purpose of HR planning:uto enable organizations to anticipate their future HRM needs uto identify practices that will help them meet those needs How HR planning activities enha
5、nce competitive advantage?Linking HRM Practices to Organizational GoalsServing as a Building Block for Future HRM PracticesConsequences Associated with the Failure to Plan for Human Resource2-2 HRM Issues and Practices2-2a Strategic Planning2-2b Human Resource Planning 2-2c Outcomes of the HR Planni
6、ng Process2-2a Strategic Planningl A process in which a company specifies its overall purposes and objectives,and indicates how these are to be achieved.l The strategic planning process typically consists of the following activities:Determine the organizational missionSet strategic goalsScan the org
7、anizational environmentFormulate a strategic plan,part of which addresses human resource needs2-2b Human Resource Planning uHR planning is the process to forecast requirements of an organization,and its people to achieve the organizational goals.uIts aim is to ensure that people will be available wi
8、th the appropriate characteristics and skills when and where the organization needs them.How a company can determine its human resource needs and devise plans to meet the needs?1.Demand Forecasting2.Supply Forecasting3.Estimating Future Human Resource Needs1.Demand Forecastingl Statistical Approache
9、s Trend analysis:the future demand for human resources is projected on the basis of past business trends regarding a business factor.Ratio analysis:the process used in HR planning to determine future HR demand by computing an exact ratio between the specific business factor and the number of employe
10、es needed.Regression analysis:a statistical tool used in HR planning to determine the number of employees needed by a company at some future point in time.l Precaution Regarding the Use of Statistical Methods Statistical methods of demand forecasting assume that the relationship between workforce si
11、ze and the business factor remains constant over time.If this relationship were to change unexpectedly,the forecast would become inaccurate.l Judgmental Methods of Demand Forecasting Judgmental approaches to demand forecasting involve the use of human judgment,rather than a manipulation of numbers.T
12、wo of the most commonly used judgmental techniques are group brainstorming and sales force estimates.2.Supply Forecasting A process used to estimate which organizational positions will be filled at some future point in time.Step 1:the organization groups its positions by title,function,and level of
13、responsibility.Step 2:to estimate,within each job group:how many of its current employees will remain in their positions during the planning period how many will move to another position how many will leave the organization3.Estimating Future Human Resource Needs A firm derives its specific staffing
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