人力资源管理专业英语Chapter-2-Human-Resource-Planning(ppt文档)课件.ppt

1、Professional English for Human Professional English for Human Resource ManagementResource ManagementChapter2 Human Resource Planning 人力资源管理专业英语人力资源管理专业英语第二章第二章 人力资源规划人力资源规划Contents目录Key Words Key Words【重点词汇重点词汇】2.1 Introduction of Human Resource Planning2.1 Introduction of Human Resource Planning 人力

2、资源规划简介人力资源规划简介2.2 Steps in Conduction of HRP2.2 Steps in Conduction of HRP 人力资源规划步骤人力资源规划步骤2.3 HRP Forecasting2.3 HRP Forecasting 人力资源预测人力资源预测Key WordsHRP HRP 人力资源规划人力资源规划 Trend Analysis Trend Analysis 趋势分析趋势分析Ration Analysis Ration Analysis 比率分析比率分析Replacement Chart Replacement Chart 替代图替代图Scatter

3、Plot Scatter Plot 散点分析散点分析Succession Planning Succession Planning 人员接续人员接续 Delphi Technique Delphi Technique 德尔菲法德尔菲法 Key WordsNominal Group Technique Nominal Group Technique 名义小组名义小组 Unit-demand Forecasting Unit-demand Forecasting 单位需求预测单位需求预测 Statistical Regression Analysis Statistical Regression

4、Analysis 统计回归分析统计回归分析 Markov Analysis Markov Analysis 马尔科夫矩阵马尔科夫矩阵 Skill Inventory Skill Inventory 技能清单技能清单 Demand and Supply Forecasting Demand and Supply Forecasting 需求和供给预测需求和供给预测 2.1 Introduction of Human Resource Introduction of Human Resource planningplanning 人力资源规划简介 1.Definition of HRP Defin

5、ition of HRP 人力资源规划的定义人力资源规划的定义 Human resource planning is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.HRP determines the numbers and types of employees to be recruited into the organization or phase out o

6、f it.2.1 Introduction of Human Resource Planning2.Why Should Make HRP?2.Why Should Make HRP?为什么制定人力资源规划？为什么制定人力资源规划？The reason why should make HRP is the changing of the environment.The main function of HRP is to make necessary HR policies and measures and the ultimate aim of HRP is to benefit both

7、the organization and individuals.Human resource planning is the key link between a firms strategic plan and its overall human resource management function.2.1 Introduction of Human Resource Planning Human resource planning is also the plan formulated for the recruiting,screening,compensation,trainin

8、g,job structure,promotion,and work rules of an organizations human resources.2.1 Introduction of Human Resource Planning3.Factors Influencing HRP Factors Influencing HRP 影响人力资源规划的因素影响人力资源规划的因素 uEconomic Forces Human resource planning is influenced by national employment and economic policy planningN

9、ational economic policy planning sets the stage for national policy in training and education and the level of economic activity through monetary and fiscal policy 2.1 Introduction of Human Resource PlanninguGovernment InfluencesGovernment Influences Another major element that affects labor supply i

10、s the government.HRP must be done by individuals who understand the legal requirements of various government regulations Government trade policies and restrictions can affect HR planningTax legislation levels also affect HR planning.2.1 Introduction of Human Resource PlanninguThe Labor MarketThe Lab

11、or Market To a great extent,organizations view the labor market as a pool of skills and abilities that will be tapped as the need arises.For most job requirements,employees with appropriate skills and abilities are readily available.There are four main determinants of the labor supply：the size,age,s

12、ex,and educational composition of the population;the demand for goods and services in the economy;the nature of production technology and the labor force participation rates.2.1 Introduction of Human Resource PlanninguSkill Changes and Personnel ShortagesSkill Changes and Personnel Shortages Changes

13、 in the labor market have led to skill shortages as well as areas of oversupply.When the human resource skill mix differs significantly from the skills required by employers,personnel shortages develop.Employers have jobs open but cannot find people with the skills neededMany people who want jobs ar

14、e not hired because they do not have the skills demanded.2.1 Introduction of Human Resource PlanninguOrganizations Growth ObjectivesOrganizations Growth Objectives Growth or retrenchment objectives drive the human resource planIf an organization decides to scale back，retrench，or restructure，people w

15、ill be let go.If a company grows rapidly with little retrenchment,employment expandsGrowth objectives are a key part of an organizations overall strategic plan.Almost all strategic plans deal with the size the company wishes to be in the future.2.1 Introduction of Human Resource PlanninguGeographic

16、and Competitive ConcernsGeographic and Competitive Concerns Employers must consider the following geographic and competitive concerns in making HR plans:net migration into the area;other employers in the area;employee resistance to geographic relocation;direct competitors in the area;impact of inter

17、national competition on the area.2.1 Introduction of Human Resource Planning4.HRP ResponsibilitiesHRP Responsibilities 人力资源规划职责 Both the top HR executive and subordinate staff specialists have the responsibilities for the HR planning.Other managers must provide data for the HR specialists to analyze

18、 and receive data from the HR department.2.1 Introduction of Human Resource Planning2.1 Introduction of Human Resource PlanningHR DepartmentOther Managers Prepares objectives for HRP Participates in strategic planning process for overall organization Designs HRP data systems Compiles and analyzes da

19、ta from managers on staffing needs Identifies HR strategies Implements HR plan as approved by top management Identify supply-and-demand needs for each division/department Review/discuss HRP information with HR specialists Integrate HR plan with departmental plans Monitor HR plan to identify changes

20、needed Review employee succession plans and career paths in line with HR planFigure 2-1 Typical HRP Responsibilities 2.2 Steps in Conduction of HRP Steps in Conduction of HRP 人力资源规划步骤 2.2 Steps in Conduction of HRP There are three key elements of the process,and they are forecasting the demand for H

21、R,forecasting the supply of candidates,and balancing demand and supply.Each factor will help top managers and supervisors to meet their staffing requirement.2.2 Steps in Conduction of HRP To better understand the contents and the process of HRP,we established two related models.Content Model of HRPC

22、ontent Model of HRP Human resource planning has intense connection with other functions of human resource management.The following figure(figure2-2)shows the relationship between them.2.2 Steps in Conduction of HRP Companys ObjectiveE m p l o y e e RecruitmentTraining&DevelopmentHRPJob AnalysisPerfo

23、rmance AppraisalTesting&SelectionCareer PlanningCompensation SystemLabor RelationshipFigure 2-2 Content Model of HRP2.2 Steps in Conduction of HRP uProcess Model of HRPProcess Model of HRP Establish objectives Collect information Forecast the demand of HRAnalyze the supply of HR Make HRP Implement t

24、he HRP Collect the feedback information Figure 2-3 illustrates the seven stages in the process of HRP.2.2 Steps in Conduction of HRP Establish ObjectivesAnalysis of the Supply of HRCollect informationF o r e c a s t i n g Demand of HRCollect Feedback InformationImplement of HRPMake HRPFigure 2-3,Pro

25、cess Model of HRP 2.3 HRP Forecasting 人力资源预测 2.3 HRP Forecasting A key component of HRP is forecasting the number and type of people needed to meet organizational objectives.A variety of organizational factors,including competitive strategy,technology,structure,and productivity，can influence the dem

26、and for labor HR forecasting should be done over three planning periods:short range,intermediate,and long range.2.3 HRP Forecasting 1.Forecasting The Demand For HR1.Forecasting The Demand For HR 人力资源需求预测 There are two approaches to HR forecasting:quantitative and qualitative.When concentrating on hu

27、man resources needs,forecasting is primarily quantitative in nature and,in large organizations,is accomplished by trained specialists.Quantitative approaches to forecasting can employ sophisticated analytical models,although forecasting may be as informal as having one person who knows the organizat

28、ion anticipate future HR requirements.2.3 HRP Forecasting uQuantitative ApproachesQuantitative Approaches Quantitative approaches to forecasting are usually used by theoreticians and professional planners.Trend analysis Ratio analysis Statistical regression analysis The scatter plot Computerized for

29、ecast 2.3 HRP Forecasting uQualitative ApproachesQualitative Approaches In contrast to quantitative approaches,qualitative approaches to forecasting are less statistical,attempting to reconcile the interests,abilities,and aspirations of individual employees with the current and future staffing needs

30、 of an organizationManagerial judgment Delphi technique Nominal group technique Unit-demand forecasting 2.3 HRP Forecasting 2.Forecasting the Supply Of Candidates 2.Forecasting the Supply Of Candidates 预测人员的供给预测人员的供给 Once an organization has forecast its future requirements for employees,it must the

31、n determine if there are sufficient numbers and types of employees available to staff anticipated openings.As with demand,the process involves both tracking current levels and making future projections.2.3 HRP Forecasting(1)Internal labor supply(1)Internal labor supplyStaffing tables Markov analysis

32、 Skill inventories Replacement charts Succession planning 2.3 HRP Forecasting(2)External Labor Supply(2)External Labor Supply When an organization lacks an internal supply of employees for promotions,or when it is staffing entry-level positions,managers must consider the external supply of labor.Man

33、y factors influence labor supply,including demographic changes in the population,national and regional economics,education level of the workforce,and so on.National and regional unemployment rates are often considered a general barometer of labor supply.2.3 HRP Forecasting 3.Balancing the Demand And

34、 Supply3.Balancing the Demand And Supply 平衡供给和需求 After the HRP system has analyzed both the supply of and the demand for future workers,these two forecasts are compared to determine what,if any,action should be taken.Organization strives for a proper balance between demand considerations and supply considerations.Demand considerations are based on forecasted trends in business activity.Supply considerations involve the determination of where and how candidates with the required qualifications are to be found to fill vacancies.THANK YOU!