HRM

• Human Resource Planning 


  is also defined as an HR undertaking that ascertains the company's present and subsequent HR needs. It serves as a link between human resources management and the entire strategic plan of the organization.
• Strategic Planning 


  is an organization's process of formulating and implementing its strategies and assessing its effects to the internal and external environment of the firm
• Forecasting


  involves predicting the company's future human needs. This process could be challenging and complex, but definitely, very vital to the long-term performance of an organization.
• Quantitative and Qualitative approaches


  There are two methods of predicting HR needs:
• Quantitative Approaches


  covers the use of numerical information or mathematical procedures in analyzing data.
• Trend Analysis


  This is based on the concept that what has happened in the past will give HR officer an idea what will take plane in the future.
• Ratio Analysis


  It is the process of anticipating future HR demands by calculating the precise ration between certain variables.
• Regression analysis


  It is identical to both trend and ratio analyses in such a ways that forecasts are based upon the relation among certain predictors like sales volume and number of employees.
• Qualitative Approaches


  predicts the future HR needs based on the opinions or gut feel or some selected organizational members, outside experts or others that are concerned with the future labor needs of the company. This method is often seen as subjective and judgmental, hence, biases are most likely to occur.
• Delphi Technique 


  is one type of qualitative forecasting method that aims to minimize biases of forecast by seeking experts' opinion and summing up their decisions
• suspend hiring, reduce pay, set limits to overtime, job sharing, avoid contingent workers, offer career break leave, early retirement


  Dealing with workforce oversupply
• Dealing with workforce oversupply


  if there are more workers than jobs, the first action is to downsize, which typically refers to lay-off.
• Dealing with workforce undersupply


  An undersupply of personnel indicates that there are more jobs than workers.
• encourage overtime, job re-assignment, create another work shift, strengthen retention program


  Dealing with workforce undersupply
• Job analysis


  It is an HRM procedure that analyzes the requirements of the job and not the person.
• Job description, job specification


  Two important job analysis outcomes
• Job description


  shows the duties and responsibilities attached to the job position, it further indicates how the worker will do the job, and job's working condition
• Job specification 


  shows the specific qualifications and individual characteristics expected to match the job requirements
• Interviewing current employees


  The job analyst elicits information about the job from current employees.
• Observing activities of current employees


  Under this method the job analysis meticulously watches the incumbents while performing the job, how they do the job, and determining the length of time it takes them to complete the job.
• Distributing survey questionnaires


  this is the most popular way of gathering job analysis information.
• use of diaries


  the diary method requires the incumbents to keep a detailed record of their daily task. If this is done honestly this method assures the analyst of the accuracy of data.
• job content , job context , worker requirements


  basic components of job analysis
• Job content


  shows the actual job duties of the worker, how he or she will perform the job, and the facilities, materials and devices to used in performing the job.
• Job context


  this is about the conditions or the environment where the job is to be performed. It is also specifies the demands such work requires the employee to do.
• Worker requirements


  these are qualifications that are considered by the employer as vital to the successful execution of the job.
• compressed workweek , flexible time


  Changes in work schedules
• Compressed workweek


  This is an alternative work schedule where the standard five-day work is reduced to a lesser number of days, but on longer work hours
• Flexible time


  a flexible time, also called flexitime, allows workers the lee-way of selecting their daily time-in and time-out work schedule on the condition that they work on a definite number of work hours in a day or in a week.
• Recruitment


  It is an HRM practice of tracing and enticing probable hires from a pool of job seekers. The company starts by notifying job seekers about the qualifications need to match the particular job and the personal and professional advancements they can offer.
• advertising , walk ins , internet recruiting , employee referral program


  Sources of locating and attracting candidates, outside sources
• Advertising


  a usual manner of locating potential hires is through advertising
• Walk ins


  are people who do not apply in response to any type of advertisement, but rather come into a company
• Internet recruiting


  The internet is one of the most popular ways of locating and attracting job applicants. Companies find this recruitment format less costly because it will reduce expenses incurred for filed records.
• Employee Referral Program


  This is a type of recruitment approach used by organizations to find applicants through the help of their existing workforce.
• Up the ante , Pay for performance , Tailor the Program


  suggested ways to increase the effectiveness of employee referral programs
• Up the ante


  some recruitment incentives used by organizations may include complimentary merchandise, all-expense-paid trips, and free insurance
• Pay for Performance


  Some firms save part of the referral bonus until the new hire has stayed for six months. This encourages referring employees to help the new hire succeed.
• Tailor the Program


  Part of a good referral program is guiding their workforce regarding types of people organizations need to take in. This includes communicating the skills required and also a reaffirmation of the values and ethics sought in applicants.
• Increase Visibility


  One of the best ways to promote a referral program is to publicly recognize employees who referred the right fit.