what is HR planning
process to ensure that an organization has people available (employed) who have the right competencies, and that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives
What are two qualitative (not measurable) approaches for forecasting demands for employees
Management forecasts: Relies on managerial insights and expertise
Skills inventory: Track current employee skills for effective role assignments
What are three quantitative (measurable) approaches for forecasting demands for employees
Trend analysis: Uses historical data to predict future workforce needs
Staffing Tables: Visual representations of internal jobs
Markov analysis: Analyze employee movement pattern for better
workforce planning
What are the four HR planning steps
- Forecast demand for labour
- Determine supply of labour - external and internal
- Identify the gap between demand and supply
- Develop action plans to eliminate the gap
How do we help with oversupply
Attrition - allowing the workforce to reduce naturally by not replacing employees who retire, resign, or other reasons. This helps reduce the number of employees gradually
Leave of absence without pay - offering employees the option to take unpaid leave for a set period. This reduces costs while keeping employees connected to the company
Job sharing - two or more employees share the responsibilities of one full time job, reducing the number of hours worked per employee and allowing the company to retain talent while cutting costs
Reduced hours - reducing the working hours for employees to lower labor costs while avoiding layoffs. This could be in the form of fewer shifts or shortened weekends
how do we help decrease a shortage
full-time/part-time hiring - actively hiring new employees, either on a full-time or part-time basis, to meet the companies labor needs and handle the increased workload
Independent contractors - hiring independent contractors or freelancers to provide short-term or specialized work without the need for long-term commitments or benefits, offering flexibility in staffing
Use of overtime - asking existing employees to work overtime, increasing their hours temporarily to cover the shortage without the need to immediately hire more staff
Retention strategies - implementing strategies to retain existing employees, such as offering incentives, improving work conditions, or career development opportunities, to prevent further labor shortages due to turnover
what is recruitment
finding, attracting, and motivating potential candidates to apply for open positions in an organization. The goal is to ensure a sufficient pool of qualified applicants for current or future job postings
what is the recruitment process
- Planning for staffing needs
- Identification of current or upcoming vacancies
- Create job descriptions and specifications for clarity
- Determine recruitment method
- Creating pool of potential qualified applicants
what is human resources management systems
an HRMS is a digital solution used to manage and streamline various HR functions and processes within an organization. It typically integrates multiple HR functions like payroll, recruitment, employee data management, performance tracking, and training into one system
what is succession planning and what is the purpose
Definition: this is the process of identifying and developing internal employees who have the potential to fill key leadership or critical roles within the organization in the future
Purpose: it ensures that there is a ready pool of qualified candidates to take over important positions when they become vacant due to retirements, promotions, or unexpected departures
what are some benefits of internal recruitment
Reduces risk
Cultural fit
Faster hiring process
Cost-effective
They want to hire someone that will stay for a long time because each employee costs about $10,000-$100,000
what are some pitfalls of internal recruitment
Limited talent pool
Skill gaps
Can cause resentment
what are some external recruitment methods
Advertisements
Internet
Educational institutions
Employment agencies
Social media
Open houses and job fairs
Professional organizations
Employee referrals
what are some pitfalls of external recruitments
Higher recruitment costs
Unknown performance and capabilities
Lack of company/industry knowledge
what are some benefits of external recruitments
Advance BEI initiatives
Acquire unique skills and experiences
what are some recruitment considerations
Legal requirements (bona fide, systematic discrimination)
Employment equity
Diversity
how can you gather information on applicants
Resumes
Application forms
Interview
what is selection
the process of choosing from the pool of applicants and hiring individuals who are best able to fulfill the requirements of the job
what is reliability
the degree to which selection procedures provide consistent and comparable outcomes over time
what is validity
how well a selection procedure measures what it is intended to measure
what are some interview methods
One-on-one
Panel
Telephone
Technology based
what are the two types of interview questions
Structured questions
-Behavioural description interview
-Situational questions
Unstructured questions
what is the interview guideline
Establish an interview plan
Establish and maintain rapport
Be an active listener
Pay attention to verbal cues
Provide information as freely and honestly as possible
Separate facts from inferences
Recognize biases and stereotypes
Standardize questions asked
Avoid illegal questions
what are employment assessments
Aptitude and cognitive ability tests
Psychological and behavioural assessments
Physical and endurance tests
Achievement and knowledge based tests
Competency and job specific tests
Medical and workplace safety assessments
