Human Resource Planning and Organizational Strateg

CHAPIER l0 Sterffing, the Worktorce

Sclmehumanresourcemanagersandp,ractitionersarespeci.alists.ruhc,focus :r' .r specific asPect of P/IIR management-tot"ftt"ation'

training' or recruiting'

ix example. Others "tt ttl1tt"fiJt' *ho are responsible for several functions'

Ibisbookwilluse.n.,.,"-,bumanresou|cemanagerandhumanresou|'cespe- **Jist to refer to both grouPs'

NG PROCES!

ffiight.l"*.,,tsofthestaffingprolceSS.The|istthat ws brieflY describes each element:

l. Human resotrrce plannin'g'This aspect ofrstaffing involves asse'ssing current

e m p I o v e e s, t o "' " " i' g i;; "'l"L ::"'. ff I; : :' *H ]]:. ill',: il:T.".:

'::;#1tr|ffi;f| Drccess 4

i;li'i?['i; lTi;: il :ilil; ;;;;;'.' and chan gi ns needs' rnanasers m ust

continuallY uPdate their Plans'

L Recruiting' ln this step' managers with posrtions to fill look f'rr qualif ied

people inside or outside the company'

!- selection.This step involves testing and interviewing candidates arr'd hiring

the best available'

4. Orientatioa. In this phase o{ staffing,,new employees learn

roundings, -"t' 'ntii tu*utkt"' untl lt"tn about the rules'

benefits of the company' loyr:rs estab- 5. Training and deuelopment'To:t"i" 1tl,1tvelop

employees' e'mp

Iiph program, to n't'p *orkers learn their lobs,anl:-:::'::tl:::.*]lti:-'""t

'; ;; ;: ;;;'; ; "i r * " ^'

As p a rt o r t he "control

l in g f u nc t il l :li J:::'se

me nt'

managers -u,t t'tubli'n tit ttitt'ia for evaluatlng tn'o"k' schedr'rle formal

sessions to discuss tt"it"'io"t with emplovees' and determine lt'ow to re'-

ward high achievers ""J *o'iu"'e others to tecome high achievers

All these

tasks are part of tnt p"*"t-"nce-appraisal element of staffing'

,.2:;;;;r;;;;-;;;",0.., of staffing relates to establishing pa] and, in sorrLe

cases, benefits'

S.Employmentdecision's'rWorkers'care€:rsinvolvetrarrsfers'promotions'de- motions, layofts, ;;1il;;.'fvf"f.i.g .l".irions about

these career develop-

*.nt, i, p"tt of the staffing process'

abc,ut ':heir sur-

regulations, andr

l. Human Resource Planning

2. Recruiting

l,l. $leetion 4, Orientation

5. Training and DeveloPment

6. PerformanceAPPraisal

7. ComPensation

8. EmPloYment Decisions

ldentify the foat octivittr.s

reloted to hqnart resau:ce

olonning :'' l

job analysis A study that delermrnes thtl

dutres assocrdted with a 1ob and

lhe human qualrties needeS to perlorm rt

PART 4 St,:ii

HUMAN RESOURCE PI-ANNING ]n Iltnltino t() nlect st:rf fing nce,,l:'. r.ur.lgers lttLlst krt .)\\' their orgilnlziltlon s frl.urs rr',11 u"h.rr hLlinllrr rr'sourc!'s r-rre ar ailrrlrlc.

-[hev strrcr (]xlstiltg j,tbs bv per-

i,,rnting jol, anirllsrs. li h<-'.,' r::r ieu' t.teir firnt's p,',st stitfhrtq nccds. inventorv cur- rcllt hLn.niln resourees. iorecast persot'tncl rreecls tn Lrghr of stfirtegic plans, and !(,1rf.1'L.tlttrr ]ttrrtt.trt l'('\(rpr.L itltr ltlpr' tl rltt i,)l'c\.1\l f]r,'rl. rrrtll lirte rttatt:tg- crr. thcr c()n\tr-ucr plrrns to c:i1.ltn,-1 :he ,--r,r'r'1.rrnr's ctnpl,,r cc roste t. tttaintlrin the \t.trt-l\ Ll,,lo. or reclLrcc the ]lur.rbcr (): l.)[)\. Figirrc l{)..i jl]tr:tr.rte s this proce ss.

lob Analysis IJctorc nt.lll.tqe r5 Li.lll !lriurllinc per'\r)lut(ti ttct ds. tlle r lllIl\l l]( r'lr rf lll il iob irnilllsis ior ,-'a.h 1oir. Titc hrst stclt ir, .t lrll, ilniil\ \is is trr prcprrr.' .t;r-tt.r-tlirtc ciescriptrons tlr.rr 1i:t thc tlrrril: end skrll, reqrrLlerl ,r1.e.rch 1r,i.lt,rlcl,-'r. Thttt tn,.rttrtgers ntust r()llfrlri-, ,rli the .llrtl\ -\es to cn\urr thrrt s()ltle jolrhol.le rr' Jrt' llot clupliga,l'l* ,11. ctf,rrf: ol rrtitcr:. -l.hLs cornp.rlrsorr cnlr.ilrces e f1:r'ctivt'ni:,S JItrl .'iiictertcv in the ()lgilr-tiziltt()n.

'Iir preparc rrn in cirpth stutiv ol lol,s, sort.tc c()nrp.urtrs ctttplor joh:rnalvsts. ^1,r rltr rlrcir uork. joi. lnr'r ivs(: i I ) ,rlrscrrr tlre johhrtlclcr r'\ecutirrg his or her dtr tre::, (l r.\ lc\\' tlr.rrsti,rrrnrrilc: couri,lgtcd br rhc 1ol.ht,1.1er itttrl sLlpervlsorl (.ll e,,rt.ltr.i rntcrt icu': n'ith Iroth; or '1 ti,r-tn ;t c()rttlttiltc(i l() .1ttitlvlc. t'cvicu. ltnd :rrrrrpr.rlrzr tlrc rr':rrlt...lolr .rn.tlvstr., trrlr sttttlv rtt()rc tltrtlt ort,: 1,,lthol,,1cr ilt a ittlr (.1tLg()r'\ ()\'cr' 5r'\ crel Itrcltttils.

fhr j,,i..1nJl\si\ prorluccs t\\'() r()or.i.iiirrrtctl tiouutttcrrt\: il jr)l).lcscriprrolt and Ir j,rlr s1.s6ytjr:rf ion. ltigtrrt lr,).(r pt'r.'rrrlrt: .111 c\il.llllc rll ,t lt'lr cle scrr;,tion. A jtll. .lcs,:ril'rti,,n e ires rirc jolt:itle.urrl tht ptt;p1v5L'of thc lolr. lt ltsts rtrrrj<tr \\'ork i1c- tir rric:. thc lcye ls 11f .rirth9rit1 rrlror.r' rntl l.cl,,u tlrc loirlrolrlcr. tltc crltripntcttt rttttl rr,rteri.ils rhc iol.hrrlrlcr nru-\t u\rr..lr..1 .tnr'flrrti.,rl .lt'ttt,-,t,.1s,rr lt:tzrtr:lotts cotttlt- ti,'r-'s tltc j,rl. tll.r,. itrr olrc.

Fig.il.c l1).- |rr:e rtt:.lr ur.rntl-iL: of .t l,rir 5irg.1fi,,.1 ri,,ti..'\ 1t,1, spccihclriorr Ir.rs tlrr ltrr nr.rn .iinr.n.j,)l)\ I]r.rt .,i I'oritiott r-t! rrirc\. l. ]r.'.' irtcitrclc c.lttc.tfiott.

l, i+

Prepare Human Resource

Forecast

Compare Inventory and

Forecast

,ll

a6 ror

h*utr