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    HRM Reviewer

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    Pinks D'Carlos
    Human resource planning involves 6 steps: 1) environmental scanning 2) forecasting employee demand 3) inventorying current employees 4) forecasting future employee supply 5) reconciling requirements and supply 6) developing an action plan. It ensures the right number and type of employees are available. Recruitment includes developing a strategy, searching for applicants, screening them, and maintaining an applicant pool. Job analysis provides specific information about job requirements and qualifications and is used for recruitment, selection, compensation, and other HR functions. Training and development helps improve employee and organizational performance by acquiring new knowledge and skills. Needs assessment is required to identify the necessary training.

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    HRM Reviewer

    Uploaded by

    Pinks D'Carlos
    214 views3 pages
    Human resource planning involves 6 steps: 1) environmental scanning 2) forecasting employee demand 3) inventorying current employees 4) forecasting future employee supply 5) reconciling requirements and supply 6) developing an action plan. It ensures the right number and type of employees are available. Recruitment includes developing a strategy, searching for applicants, screening them, and maintaining an applicant pool. Job analysis provides specific information about job requirements and qualifications and is used for recruitment, selection, compensation, and other HR functions. Training and development helps improve employee and organizational performance by acquiring new knowledge and skills. Needs assessment is required to identify the necessary training.

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    human resource management

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    Human resource planning involves 6 steps: 1) environmental scanning 2) forecasting employee demand 3) inventorying current employees 4) forecasting future employee supply 5) reconciling requirements and supply 6) developing an action plan. It ensures the right number and type of employees are available. Recruitment includes developing a strategy, searching for applicants, screening them, and maintaining an applicant pool. Job analysis provides specific information about job requirements and qualifications and is used for recruitment, selection, compensation, and other HR functions. Training and development helps improve employee and organizational performance by acquiring new knowledge and skills. Needs assessment is required to identify the necessary training.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    214 views3 pages

    HRM Reviewer

    Uploaded by

    Pinks D'Carlos
    Human resource planning involves 6 steps: 1) environmental scanning 2) forecasting employee demand 3) inventorying current employees 4) forecasting future employee supply 5) reconciling requirements and supply 6) developing an action plan. It ensures the right number and type of employees are available. Recruitment includes developing a strategy, searching for applicants, screening them, and maintaining an applicant pool. Job analysis provides specific information about job requirements and qualifications and is used for recruitment, selection, compensation, and other HR functions. Training and development helps improve employee and organizational performance by acquiring new knowledge and skills. Needs assessment is required to identify the necessary training.

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    of 3

    Topic 1: Introduction : Human Resource

    Topic 2: Strategic Human Resource Planning 6 DISTINCT STEPS TO HR PLANNING


    2 TYPES OF RECRUITMENT 1.Environmental Scanning (Must adapt to environmental
    1. Internal STRATEGIC PLANNING circumstances)
    2. External -Determination of the overall org. Purpose & goals and how they 2.Forecasting Demand for Employees (projections of number
    are to be achieved? of employees)
    3CHALLENGES OF HUMAN RESOURCE 3.Inventory Manpower (How many&what kind of employees
    1.Challenge of Global Community HUMAN RESOURCE the company currently have in term of skills& training for future)
    2.Challenge of Motivating employees to do -It ensures the number of employees matches the required skills. 4.Forecasting HR Supply
    3.Challenge for productivity; 5.Reconciling HR Requirements & Supply Forecast(gaps
    a.) Human Resource Capability HUMAN RESOURCE PLANNING between employment&labor force)
    b.New Technology & Opportunities -company ensures that it has the right number & kind of people in 6.Action Plan Development.
    c.Efficient work structure & Company Policies. the right place at the right time.
    -it helps scheduling recruitment & selecting effectively by
    determining how many employees needed. IMPORTANT ELEMENT IN THE FORECASTING HR SUPPLY
    HUMAN RESOURCE MANAGEMENT 1.Length of service
    -concerned w/ promoting & enhancing the development of work 2.Availability of training resources
    effectiveness & advancement of the human resources in the 2COMPONENTS OF HR PLANNING 3.Union Attitudes
    organization. 1.Requirement 4.Payment Policies
    a.) Number of employees
    3ROLES OF THE HR MANAGER b.) Skills requirement ACTION DECISION W/ A SURPLUS OF EMPLOYEES
    1. Supervision (plans,organizes,control&coordinates the 1.Attrition (ilan ung umaalis)
    department and give training) 2.Availability 2.Early retirement
    2. Administrative (He assure the policy is made and a.)Shortage 3.Demotion
    administered) b.Surplus 4.Freeze hiring
    3. Negotiator (representative of management) 5.Termination
    6.Restricted overtime
    SPECIFIC INFO. PROVIDED BY JOB ANALYSIS RECRUITMENT PROCESS
    TERMS 1.Job title & Location 1.Formulating a recruitment strategy
    Man Power Demand 2.Organizational relationship 2..Searching Job applicants.
    -how many people needs to make the work done. 3.Relation to other jobs 3..Screening Applicants.
    4.Job Summary 4..Maintaining an applicant pool.
    Profile 5.Information concerning the job requirements.
    -qualifications of what employees are looking for. Topic 4: Selection of Human Resource
    USES OF JOB ANALYSIS INFORMATION
    5SKILL CATEGORIES 1.Preparing the JD & JS
    1.Managerial 2.Recruitment & Selection
    2.Technical 3.Determining the rate of Compensation
    3.Professional&Administrative 4.Performance Appraisal
    4.Manual 5.Training
    5.Clerical & Office 6.Career Planning& Development.
    7.Safety
    Topic 3: HR Recruitment 8.Labor relations.

    Job-groups of positions that are similar on their duties. STEPS IN CONDUCTING JOB ANALYSIS
    Analysis-procedure of determining & collecting info. 1..Examine the total organization & the fit of each job
    2..Determine the purpose of JA
    Job Analysis 3.Select job to be analyzed.
    -to determine the responsibilities & qualification needed. 4.Collect data using acceptable JA technique.
    5..Prepare JD
    A.Job Qualification-job 6.Prepare JS
    B.Job Specification- Pertains to qualification. 7.Use step 1-6
    8..Approved.
    d.) Focus Group(group session to determine skill& knowledge
    Topic 5 :Training & Development needed by employees for org.)
    e.) Documentation Examination(examining records like
    TRAINING absenteeism,turn over, accident rates)
    -process of acquiring knowledge,sharpening skills,concept,rules or
    changing of attitudes/behavior to enhance performance of 2. Training Objectives
    employees. 3. Validation
    OBJECTIVES OF TRAINING AND DEVELOPMENT 4. Implementation of the training program
    I-mprove productivity & the quality & quantity of output. 5. Training Evaluation.
    E-ffectiveness in the present job
    C-reate more favorable attitudes such as loyalty& cooperation. NEEDS ASSESSMENT PROCESS
    H-elp employees in their personal development Organizational Analysis(determine appropriateness of training
    A-dvancement by helping them acquire additional Performance Analysis(determining the training needs of current
    qualifications employees)
    H-epl org. Respond to dynamic market conditions and Task Analysis(assessing training needs of new employees)
    changing customer demands.
    S-atisfy human resource planning requirement. LEARNING OBJECTIVES
    Intructional- principles,facts and concepts should be learned in
    USING TRAINING TO DEAL WITH COMPETITIVE CHALLENGES training program
    G- lobal Challenge (cross cultural training)
    Q-uality Challenge (Employees are being trained to create higher Organizational & Developmental Objectives
    quality product & service -impact of the training in Organization
    H-igh performance work structure (new tech.causes changes in
    skills requirement) Individual and Growth
    -impact of training on the behavioral
    TRAINING PROCESS
    1. Needs Assessment (to determine if training is necessary)
    I. 5 METHODS TO GATHER NEEDS ASSESSMENT INFO.
    a.) Interview
    b.) Survey Questionnaire
    c.) Observation

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