HR Workforce Planning
- Created by: caitlyn.hole
- Created on: 26-02-16 16:21
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- Workforce Planning
- 1) Corporate objectives set HR needs
- Indicates likely demand for labour
- e.g. sales targets, units, costs, location
- E.g. strategy of retrenchment = reduction in demand for labour
- Indicates likely demand for labour
- 2) Analyse existing workforce
- How many there are
- age
- permanent or temporary
- full-time or part-time
- How well the existing workforce meets future needs
- Skills audit used
- How they perform - productivity, retention
- How many there are
- 4) Identify gaps in the workforce
- When staff do not have right skills for future needs
- Strategy for closing gap
- 3) Assess future needs - demand for labour
- Impacts of changes in technology
- Changing economic, social and political environment
- e.g. recession = greater choice in employees (higher unemployment)
- But could lead to reduced consumer spending = reduced need for labour
- e.g. recession = greater choice in employees (higher unemployment)
- Needs to be realistic - based on reliable data
- 1) Corporate objectives set HR needs
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