机工社人力资源管理英文版教材chapter02.pptxVIP

Chapter 2: Planning for Human Resource;Chapter Objectives;2-1 Gaining Competitive Advantage;2-1b Linking Human Resource Planning to Competitive Advantage HR planning is defined as the process of identifying and responding to [organizational needs] … and charting new policies, systems, and programs that will assure effective human resource management under changing conditions. The purpose of HR planning: to enable organizations to anticipate their future HRM needs to identify practices that will help them meet those needs ;How HR planning activities enhance competitive advantage? Linking HRM Practices to Organizational Goals Serving as a Building Block for Future HRM Practices Consequences Associated with the Failure to Plan for Human Resource;;2-2a Strategic Planning A process in which a company specifies its overall purposes and objectives, and indicates how these are to be achieved. The strategic planning process typically consists of the following activities: ;2-2b Human Resource Planning HR planning is the process to forecast requirements of an organization, and its people to achieve the organizational goals. Its aim is to ensure that people will be available with the appropriate characteristics and skills when and where the organization needs them.;How a company can determine its human resource needs and devise plans to meet the needs? 1. Demand Forecasting 2. Supply Forecasting 3. Estimating Future Human Resource Needs;1. Demand Forecasting Statistical Approaches Trend analysis: the future demand for human resources is projected on the basis of past business trends regarding a business factor. Ratio analysis: the process used in HR planning to determine future HR demand by computing an exact ratio between the specific business factor and the number of employees needed. Regression analysis: a statistical tool used in HR planning to determine the number of employees needed by a company at some future point in time.;Precaution Rega