对外经贸大学：《人力资源管理 Human Resource Management》课程教学资源（授课教案）第四章 人力资源规划

Part 3 Acquisition and Preparation of Human Resources 第四章人力资源规划 ©2004 by UIBE Liu yuxin 4-1

© 2004 by UIBE Liu yuxin 4-1 Part 3 Acquisition and Preparation of Human Resources 第四章 人力资源规划

Learning Objectives 1.Discuss how to align a company's strategic direction with its human resource planning. 2.Determine the labor demand and supply of workers in various job categories. 3.Discuss the advantages and disadvantages of various ways of eliminating a labor surplus or avoiding a labor shortage. ©2004 by UIBE Liu yuxin 4-2

© 2004 by UIBE Liu yuxin 4-2 Learning Objectives 1. Discuss how to align a company’s strategic direction with its human resource planning. • 2. Determine the labor demand and supply of workers in various job categories. 3. Discuss the advantages and disadvantages of various ways of eliminating a labor surplus or avoiding a labor shortage

Outline of Chapter 4 Human Resource Forecasting 1.How to forecast personnel needs 2.Forecasting the supply of candidates Managing Employee Separations,Downsizing, and Outplacement ©2004 by UIBE Liu yuxin 4-3

© 2004 by UIBE Liu yuxin 4-3 Outline of Chapter 4 ƒ Human Resource Forecasting 1.How to forecast personnel needs 2. Forecasting the supply of candidates ƒ Managing Employee Separations, Downsizing, and Outplacement

Strategic Planning -The process by which top management determines overall organizational purposes and objectives and how they are to be achieved ©2004 by UIBE Liu yuxin 4-4

© 2004 by UIBE Liu yuxin 4-4 Strategic Planning ƒ The process by which top management determines overall organizational purposes and objectives and how they are to be achieved

Human Resource Planning The process of systematically reviewing HR requirements to ensure that the required number of employees,with the required skills,are available when they are needed. ©2004 by UIBE Liu yuxin 4-5

© 2004 by UIBE Liu yuxin 4-5 Human Resource Planning ƒ The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed

Human Resource Planning Process External Environment Internal Environment Strategic Planning Human Resource Planning Forecasting Comparing Forecasting Human Human Resource Resource Requirements Availability Requirements and Availability Demand Surplus of Shortage of Supply Workers Workers No Action Restricted Hiring, Recruitment Reduced Hours,Early Retirement,Layoff, Selection Downsizing ©2004 by UIBE Liu yuxin 4-6

© 2004 by UIBE Liu yuxin 4-6 Human Resource Planning Process External Environment Internal Environment Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Demand = Supply No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Shortage of Workers Recruitment Selection

第一节人力资源的预测 ©2004 by UIBE Liu yuxin 4-7

© 2004 by UIBE Liu yuxin 4-7 第一节 人力资源的预测

Forecasting Stage of Human Resource Planning Determining Labor Demand derived from product service demand ◆external in nature ■ Determining Labor Supply internal movements caused by transfers, promotions,turnover,retirements,etc. transitional matrices identify employee movements over time Determining Labor Surplus or Shortage ©2004 by UIBE Liu yuxin 4-8

© 2004 by UIBE Liu yuxin 4-8 Forecasting Stage of Human Resource Planning ƒ Determining Labor Demand ‹derived from product / service demand ‹external in nature ƒ Determining Labor Supply ‹internal movements caused by transfers, promotions, turnover, retirements,etc. ‹transitional matrices identify employee movements over time ƒ Determining Labor Surplus or Shortage ƒ Determining Labor Demand ‹derived from product / service demand ‹external in nature ƒ Determining Labor Supply ‹internal movements caused by transfers, promotions, turnover, retirements,etc. ‹transitional matrices identify employee movements over time ƒ Determining Labor Surplus or Shortage

1.How to Forecast Personnel Needs Project revenues first then estimate the size of the staff required to achieve it Staffing plans also must reflect: ◆Projected turnover Quality and skills of your employees ◆Strategic decisions Technological and other changes ◆Financial resources ©2004 by UIBE Liu yuxin 4-9

© 2004 by UIBE Liu yuxin 4-9 1. How to Forecast Personnel Needs ƒ Project revenues first then estimate the size of the staff required to achieve it ƒ Staffing plans also must reflect: ‹Projected turnover ‹Quality and skills of your employees ‹Strategic decisions ‹Technological and other changes ‹Financial resources

How to Forecast Personnel Needs There are several ways to predict future employment needs. They include the following: Trend Analysis Ratio Analysis The Scatter Plot Using Computers to Forecast Personnel Requirements Managerial Judgment ©2004 by UIBE Liu yuxin p10

© 2004 by UIBE Liu yuxin 4-10 How to Forecast Personnel Needs There are several ways to predict future employment needs. They include the following: Trend Analysis Ratio Analysis The Scatter Plot Using Computers to Forecast Personnel Requirements Managerial Judgment 3