TATAP MUKA MINGGU KE VI
Presented By
Harry Mills / PRESENTATIONPRO
HRP/HERMIEN.DOC
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
HR Planning
•
What is HR Planning?

Why is it rarely done?

What is the connection between a firm’s
strategic orientation and HR planning?
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Organizational Life-Cycle Stages
and HR Activities
LIFECYCLE
STAGE
STAFFING
COMPENSATION
TRAINING
AND
DEVELOPMENT
LABOR /
EMPLOYEE
RELATIONS
Introduction
Attract best
technical and
professional
talent.
Meet or exceed
labor market rates
to attract needed
talent.
Define future
skill
requirements
and begin
establishing
career ladders.
Set basic
employeerelations
philosophy of
organization.
Growth
Recruit adequate
numbers and mix
of qualifies
workers. Plan
management
succession. Mange
rapid internal labor
market
movements
Meet external
market but consider
internal equity
effects. Establish
formal
compensation
structures.
Mold effective
management
team through
management
development
and
organizational
development.
Maintain labor
peace,
employee
motivation,
and morale.
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Organizational Life-Cycle Stages and
HR Activities (cont’d)
LIFE-CYCLE
STAGE
STAFFING
COMPENSATION
TRAINING AND
DEVELOPMENT
LABOR /
EMPLOYEE
RELATIONS
Maturity
Encourage sufficient Control
turnover to minimize compensation
layoffs and provide
costs.
new openings.
Encourage mobility
as reorganizations
shift jobs around.
Maintain flexibility
and skills of an
aging workforce.
Control labor costs
and maintain labor
peace. Improve
productivity.
Decline
Plan and implement
workforce
reductions and
reallocations,
downsizing and
outplacement may
occur during this
stage.
Implement
retraining and
career consulting
services.
Improve
productivity and
achieve flexibility
in work rules.
Negotiate job
security and
employmentadjustment
policies
Implement tighter
cost control.
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
1. What
does the environment look like?
2. What are our future personnel needs?
(forecast demand)
a. Judgmental

Estimates

Rule of Thumb

Delphi Technique

NGT

Brainstorming
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
The Nominal Group Technique
A small group of 4-5 people gathers around a table. Leader
identifies judgment issue and gives participants procedural
instructions.
Participants write down all ideas that occur to them, keeping
their lists private at this point. Creativity is encouraged during
this phase.
Leader asks each participant to present ideas and writes them
on a blackboard or flipchart, continuing until all ideas have been
recorded.
Participants discuss each other’s ideas, clarifying, expanding,
and evaluating them as a group.
Participants rank ideas privately in their own personal order and
preference.
The idea that ranks highest among the participants is adopted
as the group’s judgment.
The Delphi Technique
Leader identifies judgment issues and develops questionnaire.
Prospective participants are identified and asked to cooperate.
Leaders send questionnaire to willing participants, who record
their judgments and recommendations and return the
questionnaire.
Leaders compiles summaries and reproduces participants’
responses.
Leader sends the compiled list of judgment to all participants.
Participants comment on each other’s ideas and propose a final
judgment.
Leader looks
for Consensus
Leader accepts consensus judgment as group’s choice.
How does HR Planning occur?
1. What
2.
does the environment look like?
What are our future personnel needs?
a. forecast demand
b. Statistical (regresion)
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Statistical Techniques Used to
Project Staffing Demand Needs
Name
Description
Regression analysis
Past levels of various work load indicators, such as sales,
production levels, and value added, are examined for
statistical relationships with staffing levels. Where
sufficiently strong relationships are found, a regression (or
multiple regression) model is derived. Forecasted levels of
the retained indicator(s) are entered into the resulting
model and used to calculate the associated level of
human resource requirements.
Productivity ratios
Historical data are used to examine past levels of a
productivity index (P):
P = Work load / Number of People
Where constant, or systematic, relationships are found,
human resource requirements can be computed by diving
predicted work loads by P.
Statistical Techniques Used to Project Staffing
Demand Needs (cont’d)
Name
Description
Personnel ratios
Past personnel data are examined to determine historical
relationships among the employees in various jobs or job
categories. Regression analysis or productivity ratios are
then used to project either total or key-group human
resource requirements, and personnel ratios are used to
allocated total requirements to various job categories or to
estimate for non-key groups.
Time series analysis
Past staffing levels (instead of work load indicators) are
used to project future human resource requirements. Past
staffing levels are examined to isolate and cyclical
variation, long-tem terms, and random movement. Longterm trends are then extrapolated or projected using a
moving average, exponential smoothing, or regression
technique.
Regression Analysis
1. Statically identify historical predictor of workforce size
Example: FTEs = a + b1 sales + b2 new customers
2. Only use equations with predictors found to be
statistically significant
3. Predict future HR requirements, using equation
Example: (a) FTEs = 7 + .0004 sales + .02 new
customers
(b) Projected sales = $1,000,000
Projected new customers = 300
(c) HR requirements = 7 + 400 + 6 = 413
Determining the Relationship Between Hospital
Size and Number of Nurses
How does HR Planning occur?
2. What are our future personnel needs?
(demand forecast cont.)
b. Statistical (cont.)

Ratio analysis
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
TATAP MUKA MINGGU KE VIII
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
3. Are resources available – internally or
externally – to fill those needs?
a. Internal

Replacement charts
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Employee Replacement Chart
for Succession Planning
How does HR Planning occur?
3. Are resources available – internally or
externally – to fill those needs?
a. Internal

Replacement charts

Promotability
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Presented By
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
3. Are resources available – internally or
externally – to fill those needs?
a. Internal

Replacement charts

Promotability

Succession planning

Skills inventory

Transition (Markov) matrix
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
A Sample Transition Matrix
Part A: Personnel Supply
Estimated Personnel Classification in Year T + 1 (%)
Classifications in Year T
P
Partner
Manager
Supervisor
Senior
Accountant
.70
.10
M
.80
.12
S
.60
.20
Sr
.55
.15
A
Exit
.65
.30
.10
.28
.25
.20
Part B. Staffing Levels
Estimated Personnel Availabilities in Year T + 1 (%)
Classifications in Year T
Partner
Manager
Supervisor
Senior
Accountant
Beginning
Levels
P
10
7
30
3
50
100
200
10
M
24
6
30
S
30
20
50
Sr
A
55
30
85
130
130
Exit
3
3
14
25
40
How does HR Planning occur?
3. Are resources available – internally or
externally – to fill those needs?
b. External – what do you look at?
- Try to determine availability of
qualified labor; Surplus? Shortage?
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
4. What should we do?
Create plan of action to reconcile supply
and demand
a. Set objectives
b. Generate alternatives
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Staffing Alternatives to Deal with
Employee Surpluses
Source: Compliments of Dan Ward, GTE Corporation
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Staffing Alternatives to Deal with
Employee Shortages
Source: Compliments of Dan Ward, GTE Corporation
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
4. What should we do?
create plan of action to reconcile supply
and demand
a. Set objectives
b. Generate alternatives
c. Assess alternatives
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
Alternative Scheduling Options
Alternative
Percent Using
(N = 427 companies)
The following definitions were used in this survey
for alternative scheduling strategies:
• Part-time: A regular employee who works fewer than 35 hours per
week.
84%
• Flextime: A system than enables employees to vary their schedules:
Usually, the flexibility applies to starting and finishing times.
40%
• Compressed workweek: A full-week schedule (usually 40 hours) than
occurs in fewer than five days, such as four 10-hour days.
23%
• Job sharing: Two or more employees split a full-time position, diving
the responsibilities, and, to some degree, the compensation.
18%
• Work-at-home: A program that enables employees to complete work at
home (or at a remote office closer to home) on a regular basis. It is
often referred to as “flexplace” or “telecommuting.”
13%
How does HR Planning occur?
4. What should we do?
create plan of action to reconcile supply
and demand
a. Set objectives
b. Generate alternatives
c. Assess alternatives
d. Choose alternative – KEEP PHILOSOPHY
IN MIND
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO
How does HR Planning occur?
5. How did we do?
a. Did company avoid surplus/shortage?
b. Evaluate usefulness of methods used
c. Goals v. Production Levels, etc.
Presented By
HRP/HERMIEN.DOC
Harry Mills / PRESENTATIONPRO