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Pertemuan 7

Pertemuan 7. Matakuliah : J0124/Manajemen Sumber Daya Manusia Tahun : 2007/2008. MODUL 7 Human Resource Planning. MODUL 7 Human Resource Planning. Matakuliah : J0124/Human Resource Management Tahun : 2007 Versi : Revisi. Learning Outcomes.

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Pertemuan 7

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  1. Pertemuan 7 Matakuliah : J0124/Manajemen Sumber Daya Manusia Tahun : 2007/2008 MODUL 7Human Resource Planning

  2. MODUL 7Human Resource Planning Matakuliah : J0124/Human Resource Management Tahun : 2007 Versi : Revisi

  3. Learning Outcomes After studying this chapter, the students should be able to : • Define & outline the HRP process • Identify factors to be considered in forecasting the supply & demand for HR in orgz. • Identify several ways to manage a surplus of HR • Identify what HRIS is & its useful for HRP

  4. Outline • HR Planning * HRP responsibilities * Small business & HRP * HRP process • Scanning the external environment • Internal assessment of orgz. workforce • Forecasting HR supply & demand • Managing HR surplus or shortage • HRIS

  5. Human Resource Planning • Definition • In most orgz., top HR executives & specialists have most responsibilities for HRP • Planning is still important for small orgz., but there are difficulties of family matters & succession

  6. HRP Process Orgz. objectives & strategies Analyze internal inventory of HR capabilities Scan external env forecasting Survey of people available Orgz. need for people HR strategies & plans

  7. Scanning the external environment • Scanning government influence • Economic condition • Geographic & competitive concerns • Worforce composition

  8. Internal assessment of theorgz. workforce Auditing jobs & skills • it provides a basis for forecasting what jobs will need to be done in the future Organizational capabilities inventory • it’s used to describe a profile of current organizational workforce in total • it will reveal current strengths & deficiencies

  9. Forecasting HR supply & demand • Forecasting methods • Forecasting periods • Forecasting the demand of HR • Forecasting supply of HR  external supply  internal supply

  10. Managing HR surplus or shortage • Workforce realignment • Downsizing approaches • Outplacement services

  11. HRIS Purposes of an HRIS • Related to administrative & operational efficiency • 2nd purpose is more strategic & related to HRP Uses of an HRIS

  12. Closing • HRP is tied to the broader process of strategic planning • The HR unit has major responsibilities in HRP • In developing HRP, we need to scan external environment & assess internal strengths and weaknesses

  13. Management of HR surpluses may require downsizing • HRIS is an integrated system designed to improve the efficiency

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