HR PLANNING

• HR Planning is the process of forecasting future employment needs, developing action plans and programs to fulfill needs aligned with strategy
• Staffing Planning is an outgrowth of HR planning and includes planning for core employees (regular employees) and flexible workforce (temporary employees, independent contractors)
• Internal and External Influences for HR Planning include organizational strategy, organizational culture, labor markets, and technology
• Organizational strategy is the most important influence on planning and includes factors like current financial and human resources, demand for products/services, competitors, and partners
• Organizational culture influences attitudes and behavior within an organization, including hierarchy, communication style, and diversity considerations
• Staffing Philosophy: Internal vs. External Staffing

  Advantages of Internal Staffing:

  • Positive employee reactions to promotion from within
  • Quick method to identify job applicants
  • Less expensive
  • Less time required to reach full productivity

  Disadvantages of Internal Staffing:

  • May perpetuate current underrepresentation of minorities and women
  • Small labor market to recruit from
  • Inexperienced employees may require more training time
• Advantages of External Staffing:

  • Brings employees in with new KSAOs
  • Larger number of minorities and women to draw from
  • Large labor market to draw from
  • Employees may require less training time

  Disadvantages of External Staffing:

  • Negative reaction by internal applicants
  • Time consuming to identify applicants
  • Expensive to search external labor market
  • More time required to reach full productivity
• Labor Markets include aspects like labor demand, labor supply, shortages and surpluses, and employment arrangements
• Labor demand is influenced by employment patterns and the KSAOs sought, while labor supply considers the labor force trends and available KSAOs
• Labor shortages and surpluses can lead to responses like increased pay, hiring bonuses, alternative work arrangements, and recruitment of immigrants
• Technology can both eliminate and create jobs, leading to changes in skill requirements
• HR Planning (HRP) Initial Decisions include strategic planning, planning timeframe, job categories and levels, headcount (current workforce), and roles and responsibilities
• Strategic planning in HRP involves integrating organizational strategy, making key decisions, and considering different planning bases like plan, project, or population-based HRP
• Planning timeframes for HRP can be long-term, intermediate, or short-term, depending on the nature of the projects involved
• Headcount (current workforce) in HRP is stated in terms of full-time equivalents (FTEs) to understand the staffing needs
• Roles and responsibilities in HRP involve both line managers and HR specialists in evaluating current capabilities and planning for future needs
• Job Categories and Levels in HRP involve defining the internal labor market structure and choosing which job categories and hierarchical levels to use
• In single-celled organisms, substances can easily enter the cell due to a short distance, while in multicellular organisms, the distance is larger because of a higher surface area to volume ratio
• Multicellular organisms require specialised exchange surfaces for efficient gas exchange of carbon dioxide and oxygen due to their higher surface area to volume ratio