HR Planning Class #1
Get Acquainted 1
Please PRINT on index card:
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Your official registered name with George Brown College The name you like to be called Your work background Your educational background Two things you would like to learn in this course Anything you would like me to know about you
Agenda
Course outline, evaluation, schedule Instructor policies Get acquainted Types of strategy Strategy & HRM Class #2
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Describe approaches to link HR strategy with corporate strategy. Forecast staff supply and demand. Demonstrate how organization can maximize benefits of a diverse workforce & effective succession plan. Describe corporate orientations and implications for HR processes. Explain why HR activities need to be measured and evaluated Discuss emerging issues influencing the field of HR planning.
Resources
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Text Belcourt, M. and McBey, K. (2010). Strategic human resources planning. Toronto: Nelson. Publishers web-site GBC library
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Professor +
Assessment
Assessment Tool Group exercises Group presentation Midterm exam HR Planning report Final exam 6 assessment tools Week Due week 4 and 5 6 9 10 15 % of Final Grade 20% 10% 25% 20% 25% 100%
Feedback
Feedback on your progress: 1 week turnaround on exercises 2 weeks turnaround for exams & report End of class for presentation Rubric & comments for report & presentation Scantron forms + written comments for exams + Feedback on my instruction and the course: Formal and informal Verbal Written
Class Schedule
See course outline for schedule
Instructor Policies
Class Start and end times Breaks Cell phones, blackberries, etc. Student preparation for class Student Assistance Office hours: Mondays 1-2 and Thursdays 11-12 or by appointment (SJA 213A) E-mail Assessment No makeup exams or assignments Penalties: Late assignments 10% per day; incorrect numbers for group assignments 50% reduction Academic integrity
Todays Objectives
Outline how effective HR planning contributes to overall business plan Analyze internal and external challenges that influence org & HR strategy devt & implementation Assess impact of other functional areas on HR planning process
Lecture Outline
Strategic HR Management
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Vertical integration understanding the organization and its context Horizontal integration creating coherent HRM systems Partnership HR Professionals work cooperatively with line managers and nonmanagement employees Demonstrate HRM effectiveness show how HRM systems affect organizational performance
Strategy
Corporate The formulation of organizational mission, goals, objectives and action plans for an entire organization Business As above but for one division or unit of an organization
Common Strategies
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Maintenance Restructuring
Turnaround - increase the viability of an organization Divestiture - sale or removal of a business Liquidation - termination of a business and the sale of its assets Bankruptcy
Common Strategies
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Growth
Increase products and/or services Change the distribution networks; use technology Seek new customers or markets by expanding internationally Purchase another organization Combine resources with another organization and become one
Strategy Typologies
High
Defender Mature company in mature industry Protects market position through efficient production, strong control mechanisms, continuity & reliability Prospector Seeks opportunities to exploit, create new markets, develop new products and services Core skills in R&D, marketing Broad range of technologies & product types Analyzer Excels in delivery of new products and services but avoids excessive risks Seeks to outperform other companies on basis of quality improvement Concentrates on limited range of products and technologies Reactor Company has little control over external environment Lacks ability to adapt to competition Poor internal control mechanisms, no systematic design or plans
HRM Practices
Organization design Work design/ job formulation Entry & exit: recruitment, promotion, terminations Selection Managing performance Compensation Socialization, training, development
Organizational Strategy, Employee Behaviours & Supporting HR Practices Organizational strategy: Reduce costs Required employee behaviours: ? Supporting HR practices: ? Organizational strategy: Enhance quality
Required employee behaviours: ? Supporting HR practices: ?
HR Planning Process
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Understand the position of the HR function Analyze environmental factors that influence the organization Participate in development of corporate & business unit strategies and plans Assess relative strengths & weaknesses of organizations people practices Design HRM policies and practices that will increase the likelihood of achieving organizational goals Articulate measurement process
Environmental Scanning
Systematically monitoring the major factors influencing the organization from an HR planning perspective. Interest is in trends that might affect organizational strategies and therefore HR management philosophy, policies, and practices
Important Factors
Techniques
Scan identify early signals of changes in the environment Monitor systematically follow several key factors Forecast project the potential impact of change for the organization Assess make a judgment about the probability of each possible outcome
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Media: a. Newspapers, business magazines, HR journals b. TV, radio, web news Professional associations a. Meetings & conferences b. Newsletters, e-mail, list serves Government a. Statistics Canada (e.g., reports + The Daily) b. Provincial and municipal economic development/labour market department information
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Consultants a. HR specialty firms (e.g., Watson Wyatt, Hay, Mercer, etc.) b. Business advisory firms (e.g., Anderson, Boston Consulting, etc. Law firms (most organizations use a law firm for advice on employment & labour issues) Private researchers (e.g., The Conference Board of Canada, The Saratoga Institute)
Challenges
Isolating whats important for the organizations HR management practices Deciding what is critical Understanding how one trend can be influenced by a counter trend
Next Class
Reading: Text, chapters 1 & 2 (class #1) Text, chapters 3 & 6 (class #2) In class: Forecasting process Forecasting HR demand Bring a calculator