CONCEPT — Continuous, systematic planning ahead for optimum use of quality employees; best fit people↔︎jobs; avoids shortage/surplus; bridges org plans and HRM. Beach: adequate number of qualified persons, proper times, satisfaction for individuals. Decenzo & Robbins: right number & kind, right place, right time.
TYPES (2) — Macro = HR strategic planning / org design & development, aligned to mission · Micro = tactics, right number + KSA mix per department. Macro drives micro. "Three types" = False.
OBJECTIVES — Ebook 12: forecast needs · utilise existing HR · availability when required · link to org planning · surplus/shortage · deployment info · technology impact · recruitment & training levels · labour + housing cost · management development · expansion/diversification · productivity. Study Notes 5: forecast · align · skill gaps · flexibility · resource use.
| Factors (Ebook) | Items |
|---|---|
| External (3) | Economic (suppliers, customers, competitors, globalisation) · Government policies · Technological |
| Internal (5) | Company policies (route to objective) · Time horizons (short 6m–1y, long 3–20y; more uncertainty = shorter) · Type & quality of info (INTERNAL) · Trade unions · HR systems |
| Study Notes | Internal: workforce, culture, strategic objectives · External: labour market, economy, tech, regulation, globalisation · Organisational: strategy alignment, innovation, market position, structure & culture |
| Process | Steps |
|---|---|
| Ebook (6) | Environmental scanning → Demand forecast → Supply forecast → Match D&S → Action plan → Monitor, control, feedback |
| Study Notes (8) | Assess workforce → Scan → Forecast → Skill gaps → Strategies → Implement → Monitor & evaluate → Feedback & adapt |
FORECASTING (11) — Bottom-up (lowest level up) · Top-down (market data down) · Delphi (experts) · NGT (structured brainstorming) · Productivity & staffing ratios · Trend · Regression (dependent from independent) · Math models · Workload · Group brainstorming (DMAIC: Analyze, Improve) · Sales force estimate. Study Notes: Quant = trend, ratio, workload, regression; Qual = expert, Delphi, scenario, focus groups.
FLOWS — In: recruits, promotions, transfers. Out: retirement, termination, resignation, death, discharge/layoff, downsizing, exit policy.
INTERNAL SUPPLY (6) — Staffing tables · Skills inventories · HRIS · Succession planning · Replacement charts (key roles + successors) · Renewal analysis (start at top; vacancy = promoted out + losses).
EXTERNAL SUPPLY (4) — Labour markets · Demographic trends · Contingent workforce (on-demand, not on payroll) · Industry & occupational trends.
GAP — S = D balance · S < D shortage · S > D surplus. Actions (7): Layoffs · Downsizing · Attrition (not replaced) · Early retirement · Reduced hours · Outplacement (dignity) · Hiring (supply short).
EVALUATION (Study Notes) — Alignment with goals · workforce capability · cost-effectiveness · employee satisfaction. Feedback: surveys, focus groups, anonymous, executive briefings, loop closure.
TRAPS: HRP bridges (not widens) the gap · info quality is internal · judging & choosing candidates = selection, not recruitment · demand forecast not "solely historical" · monitoring continues after implementation · HRP is ongoing, for all sizes · LMS key: "process begins with forecasting" = True.