Human Resource Planning HR 301 Chapter Learning Objectives

Human Resource Planning HR 301

Chapter Learning Objectives 1. Define human resource planning (HRP) 2. Summarize the relationship between HRP and organizational planning. 3. Explain strategy-linked HRP

Chapter Learning Objectives 4. Identify the steps in the HRP process 5. Describe the different methods used forecasting human resource needs. 6. Discuss the purpose of skills inventory. 7. Describe succession planning commitment manpower planning and ration analysis.

Human Resource Planning (HRP) ﺗﺨﻄﻴﻂ HRP: Process( )ﻋﻤﻠﻴﺔ of determining( )ﺗﺤﺪﻳﺪ the human resource needs( )ﺣﺎﺟﺔ of an organization and ensuring( )ﺿﻤﺎﻥ that the organization has the right( )ﺣﻖ number of qualified( )ﺍﻟﻤﺆﻬﻠﻴﻦ people in the right jobs at the right time.

Purpose of Human Resource ﻏﺮﺽ Planning 1)Setting goals and objectives ﺑﺤﺚ ﺗﺄﺜﻴﺮ ﺍﻟﺒﺪﻳﻞ 2) Examining the effects of alternative human resource policies ﺳﻴﺎﺳﺔ

Examples of Organizational Goals ﺭﺑﺢ 1)To increase company profits by 10% in the next year (profitability) ﺃﻐﻠﻖ 25 retail outlets in the next four 2)To close years (downsizing)

ﻣﻨﻈﻮﺭ Perspectives of HRP MACRO HRP – � ﺍﻟﻤﻬﺎﺭﺍﺕ ﺗﻮﺍﻓﺮ &ﺍﻟﻄﻠﺐ ﻭﺍﻟﺘﻨﺒﺆ ﺗﻘﻴﻴﻢ Assessing forecasting demand for & availability ◦ of skills at national / global level MICRO HRP – ﺍﻟﺘﻨﺒﺆ ﻋﻤﻠﻴﺔ Process of forecasting demand for & supply of HR for specific organization

ﻋﻨﺎﺻﺮ ﻧﻤﻮﺫﺟﻴﺔ ﺑﻴﺎﻧﺎﺕ Typical Data Elements in a Human Resources Information System Employee personal data Salary administration Benefits information Skills Benefits plans Attendance Employee benefits information. Performance/Discipline Dependents Health and Safety Training and development Payroll Employee work data Salary Performance review Job information Employment status information Hire/Termination information Work information

How HRP Relates to organizational planning To be effective( )ﻓﻌﺎﻝ , any( )ﺃﻲ human resource plan must be derived( )ﻣﺴﺘﻤﺪ from the long( )ﻃﻮﻳﻞ -range and operational( )ﺍﻟﺘﺸﻐﻴﻠﻴﺔ plans( )ﺧﻄﺔ of the organization. In essence, ( )ﺟﻮﻫﺮ the success( )ﻧﺠﺎﺡ of HRP depends largely on how closely( ﻛﺜﺐ )ﻋﻦ human resource personal can integrate( )ﺩﻣﺞ effective people planning with the organization's business planning( )ﺧﻄﺔ process.

How HRP Relates to Organizational Planning To accomplish( )ﺇﻧﺠﺎﺯ this, the planning process should provide: A clear( )ﻭﺍﺿﺢ statement( )ﺑﻴﺎﻥ of the organization's mission( )ﺑﻌﺜﺔ. v A commitment( )ﺍﻟﺘﺰﺍﻡ staff members to the mission. v An explicit( )ﺻﺮﻳﺢ statement of assumptions( )ﺍﻻﻓﺘﺮﺍﺿﺎﺕ. v A plan( )ﺧﻄﺔ of action( )ﻋﻤﻞ in light of available( )ﻣﺘﺎﺡ or acquirable( )ﺍﻻﻣﺘﻼﻙ resources( )ﻣﻮﺭﺩ , including trained( )ﺗﺪﺭﻳﺐ and talented( )ﻣﻮﻫﻮﺏ people. v

Strategy –Linked HRP Strategy – Linked HRP is based on a close working relationship between human resource staff and line manager. Human resource manager serve as consultants ﻣﺴﺘﺸﺎﺭ to line managers concerning the people management implications of business objective and strategies. Strategy ﺇﺳﺘﺮﺍﺗﻴﺠﻴﺔ relationship ﻋﻼﻗﺔ

Strategy –Linked HRP Line manager have a responsibility( )ﻣﺴﺆﻮﻟﻴﺔ to respond( )ﺍﻟﺮﺩ to the business implications( )آﺜﺎﺭ of human resource objectives( )ﻫﺪﻑ and strategies( )ﺇﺳﺘﺮﺍﺗﻴﺠﻴﺔ. Top management( ﺍﻟﻌﻠﻴﺎ )ﺍﻹﺩﺍﺭﺓ must also be committed( )ﻣﻠﺘﺰﻡ to the HRP process.

Steps in the HRP Process HRP consist of Four basic steps( )ﺧﻄﻮﺍﺕ : 1. Determining( )ﺗﺤﺪﻳﺪ the impact( )ﺗﺄﺜﻴﺮ of the organization’s objective( )ﻫﺪﻑ on specific( )ﻣﻌﻴﻦ organizational units( )ﺍﻟﻮﺣﺪﺍﺕ. 2. Defining( )ﺗﻌﺮﻳﻒ the skills( )ﺍﻟﻤﻬﺎﺭﺍﺕ , expertise( )ﺧﺒﺮﺓ , and total( )ﻣﺠﻤﻮﻉ number of employee (demand for human resource) required( )ﻣﻄﻠﻮﺏ to achieve( )ﺗﺤﻘﻴﻖ the organizational and departmental( )ﺍﻹﺩﺍﺭﺍﺕ objectives

Steps in the HRP Process 3. Determining( )ﺗﺤﺪﻳﺪ the additional( ( )ﺇﺿﺎﻓﻲ net) human resource requirements( )ﻣﻄﻠﺐ in light of the organization's current( )ﺍﻟﺤﺎﻟﻴﺔ human resources. 4. Developing( )ﺍﻟﻨﺎﻣﻴﺔ action( )ﻋﻤﻞ plans( )ﺧﻄﻂ to meet( )ﺍﺟﺘﻤﺎﻉ the anticipated( ﺍﻟﻤﺘﻮﻗﻊ )ﻣﻦ human resource needs( )ﺍﻻﺣﺘﻴﺎﺟﺎﺕ

Steps in the HRP Process Determine the impact of organizational objectives on specific organizational units Defining the skills, expertise, and total number of employee (demand for human resource) Determining the additional (net) human resource requirements Developing action plans to meet the anticipated human resource needs

Methods of Forecasting Human Resource Needs ﻃﺮﻕ Methods forecasting human resource needs can be either Judgmentally or Mathematically based. ﺣﻜﻤﻴﺔ Judgmentally method include managerial estimate, the Delphi technique, and scenario analysis. Mathematically ﺣﺴﺎﺑﻴﺎ include various statistical and modeling methods either ﺇﻣﺎ forecasting ﺍﻟﺘﻨﺒﺆ

Methods of Forecasting Human Resource Needs Judgmentally ﺣﻜﻤﻴﺔ Methods A) managerial estimate( )ﺗﻘﺪﻳﺮ : managers estimates( )ﺗﻘﺪﻳﺮ and determine( )ﺗﺤﺪﻳﺪ of future staffing needs. B) Delphi technique( )ﺗﻘﻨﻴﺔ : judgmental Methods of Forecasting that uses a panel( )ﻣﺠﻤﻮﻋﺔ of experts( )ﺍﻟﺨﺒﺮﺍﺀ to make initially( )ﺍﻷﻮﻟﻲ independent( )ﻣﺴﺘﻘﻞ estimates of future demand( )ﺍﻟﻄﻠﺐ. C) Scenario( )ﺳﻴﻨﺎﺭﻳﻮ analysis( )ﺗﺤﻠﻴﻞ : Using workforce( ﺍﻟﻘﻮﻯ )ﺍﻟﻌﺎﻣﻞ environmental( )ﺑﻴﺌﻲ scanning data( )ﺍﻟﺒﻴﺎﻧﺎﺕ to develop( )ﺗﻄﻮﻳﺮ alternative( )ﺍﻟﺒﺪﻳﻞ workforce scenarios.

Methods of Forecasting Human Resource Needs Mathematically( )ﺣﺴﺎﺑﻴﺎ include various statistical and modeling methods A. statistical( )ﺇﺣﺼﺎﺋﻲ method : use historical( )ﺗﺎﺭﻳﺨﻲ date( )ﺗﺎﺭﻳﺦ in some manner( )ﺃﺴﻠﻮﺏ to project( )ﻣﺸﺮﻭﻉ future demand( )ﺍﻟﻄﻠﺐ. B. Modeling( )ﺍﻟﻨﻤﺬﺟﺔ methods: usually( )ﻋﺎﺩﺓ provide( )ﺗﻘﺪﻡ a simplified( )ﻣﺒﺴﻂ abstraction( )ﺍﻟﺘﺠﺮﻳﺪ of the human resource demands throughout ( )ﻃﻮﺍﻝ the organization.

ﺗﺤﺪﻳﺪ Determining ﺇﺿﺎﻓﻲ Additional Human Resource Requirements Skills Inventory( ﺍﻟﻤﺨﺰﻭﻥ )ﻣﻬﺎﺭﺓ : Consolidated( )ﻣﻮﺣﺪ list( )ﻗﺎﺋﻤﺔ of biographical and other information on all employees in the organization. Which include seven broad categories( )ﻓﺌﺔ of information : 1. Personal( )ﺍﻟﺸﺨﺼﻴﺔ data: age, sex, marital status. 2. Skills( )ﻣﻬﺎﺭﺓ : education, job experience, training.

Determining Additional Human Resource Requirements 3. Special qualifications( ﺍﻟﺨﺎﺻﺔ )ﺍﻟﺘﺄﻬﻴﻞ : membership( )ﻋﻀﻮﻳﺔ in professional( )ﻣﺤﺘﺮﻑ groups( )ﺍﻟﻤﺠﻤﻮﻋﺎﺕ , special( )ﺧﺎﺹ achievements( )ﺇﻧﺠﺎﺯ 4. Salary and job history: Present and past salary, dates of raises( )ﺭﻓﻊ , various( )ﻣﺨﺘﻠﻒ job held. 5. Company data: benefit plan, retirement( )ﺗﻘﺎﻋﺪ information , seniority( )ﺃﻘﺪﻣﻴﺔ

Determining Additional Human Resource Requirements 6. Capacity( )ﻗﺪﺭﺓ of individual: test scores on psychological( )ﻧﻔﺴﻲ and other tests, health( )ﺍﻟﺼﺤﺔ information. 7. Special( )ﺧﺎﺹ preferences( )ﺗﻔﻀﻴﻞ of individual: geographic( )ﺍﻟﺠﻐﺮﺍﻓﻲ location, type( )ﻧﻮﻉ of job,

Determining Additional Human Resource Requirements Management Inventory( ﺍﻟﻤﺨﺰﻭﻥ )ﺇﺩﺍﺭﺓ : contains brief assessments( )ﺗﻘﺪﻳﺮ of the manager’s past performance, strengths( )ﻗﻮﺓ , weaknesses( )ﺿﻌﻒ , and potential( )ﻣﺤﺘﻤﻞ for advancement A management inventory is a specialized of skills inventory just for management.

Tools & Techniques of HRP ﻭﺍﻟﺘﻘﻨﻴﺎﺕ ﺍﻷﺪﻭﺍﺕ There are other frequently used tools to assist the human resource planning tools that include: Succession( )ﺧﻼﻓﺔ planning: Technique that identifies( )ﺗﺤﺪﻳﺪ specific people to fill( )ﺷﻐﻞ future openings in key( )ﻣﻬﻢ positions throughout the organization.

Tools & Techniques of HRP Commitment( )ﺍﻟﺘﺰﺍﻡ Manpower Planning: Systematic( )ﻣﻨﻬﺠﻲ approach( )ﻧﻬﺞ to human resource planning designed to get managers and their subordinates thinking about and involved( )ﺍﻟﻤﺸﺎﺭﻛﺔ in human resource planning

Tools & Techniques of HRP Ratio Analysis( ﺍﻟﺘﺤﻠﻴﻞ )ﻧﺴﺒﺔ : Tool used in human resource planning to measure the organization’s human resource vitality( )ﺣﻴﻮﻱ as indicated( )ﻭﺃﺸﺎﺭﺕ by the presence of promotable( )ﻟﻠﺘﺮﻗﻴﺔ personal and existing( )ﻣﻮﺟﻮﺩ backups( )ﺍﺣﺘﻴﺎﻃﻴﺔ Organizational vitality index( ﺣﻴﻮﻳﺔ ( )ﻣﺆﺸﺮ OVI): Index that results( )ﺍﻟﻨﺘﺎﺋﺞ from ratio analysis, reflects( )ﻳﻌﻚ the organization’s human resource vitality as measured( )ﺗﻘﺎﺱ by the presence( )ﻭﺟﻮﺩ of promotable persons