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2.1 Human Resource Planning

2.1 Human Resource Planning. Key Outcomes:. Identify the constraints and opportunities presented by demographic change.

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2.1 Human Resource Planning

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  1. 2.1 Human Resource Planning

  2. Key Outcomes: • Identify the constraints and opportunities presented by demographic change

  3. Human Resource Management (HRM) is the strategic approach to the effective management of an organisation's workers so that they help the business gain a competitive advantage. Human Resource Planning is the process of analysing and forecasting the number of workers and the skills of those workers that will be required by the organisation to achieve its objectives (Workforce Planning).

  4. Occupational mobility of labour: The extent to which workers are willing and able to move to different jobs requiring different skills. Geographical mobility of labour: The extent to which workers are willing to move to a new geographical region to take up new jobs.

  5. Demographic Change • Demographic change: Changes in the size, structure and distribution of populations over time and place.The potential supply of labour to any organisation is affected by demographic changes. Plentiful, skilled labour is a boom to business. Not only is it easy to meet an organisations workforce planning needs, there will also be little upward pressure on wage rates and salaries for positions. The reverse is true when skilled labour is in scarce supply - wage rates and salaries will have to be increased to attract workers away from competitors or other industries.  

  6. Video on China

  7. Use the internet and research some of the constraints and opportunities of demographic changes.

  8. Constraints

  9. Opportunities

  10. The effect of demographic change on labour supply • 1. NATURAL POPULATION GROWTHOpportunities:it may be easier to recruit good staff as working population increases • Constraints: increased birth rates may take years before they impact on the working population • 2. NET MIGRATIONOpportunities:it may be easier to recruit good staff at lower rates of pay • highly qualified staff might be recruited from other countries • Constraints:'brain drain' of qualified and experienced staff to other countries will reduce competitiveness • immigrants may need more training; e.g., in language and cultural issues • 3. AGEING POPULATIONOpportunities:it is often claimed that older staff are more loyal and reliable than younger workers • Constraints:older staff may be less flexible and adaptable; e.g., to the introduction of new workplace technologies (caution! this is very stereotypical)

  11. Key Outcomes: • Discuss the significance of labour mobility

  12. Is labour mobility important? • Find one example on the internet which shows why.

  13. Factors affecting labour mobility: Reasons for relatively low immobility of labourin developedcountries:     • High levels of home ownership mean that workers are reluctant to pay the cost in time and money of arranging a house sale and purchase in another region. • High skill levels in one occupation may mean that workers are not equipped to deal with machines, processes and technologies in other industries and occupations. • Reasons for relatively high mobility of labourin developingcountries: Home ownership is low. • Low skill levels may mean that workers can undertake low-skilled jobs in many different industries.

  14. Key Outcomes: • Analyse the workforce planning process

  15. Workforce planning involves two main stages: • Forecasting the number of staff required • Forecasting the skills required

  16. Forecasting the number of staff required depends on:  • Forecasting demand for the firm's product • The productivity levels of staff • The objectives of the business • Changes in the law regarding workers' rights • Labour turnover and absenteeism

  17. Key Words Labour turnover: A measure of how many people leave a business over a given period of time. It is usually expressed as a percentage of the total labour force Absenteeism: Frequent absence from work or another place without a good explanation

  18. Forecasting the skills required depends on: • The pace of technological change in an industry • The need for flexible or multi-skilled staff

  19. Workforce audit:  A check on the skills and qualifications of existing employees.Workforce Plan:  Thinking ahead and establishing the number and skills of the workforce required by the business to meet its objectives.

  20. Revision

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