Sec. 2-5 Organizational Staffing Requirements

Goal of this section

Identify workforce requirements to achieve the organization’s short- and long-term goals.

Analyze labor market for trends to meet workforce requirements.(SPHR only)

Knowledge of this section

Internal workforce assessment techniques.

Quantitative analysis.

Needs assessment and analysis.(Planning Techniques and Qualitative/Quantitative methods)

The interrelationships among HR activities and programs.

International HR and implications of global workforce.(SPHR Only)

Internal Workforce Planning-Organizational Staffing 의 개요

Staffing-the HR function that identifies organizational human capital needs, provide an adequate supply of qualified individuals for jobs. Staffing encompass(포함하다) internal redeployment and external recruiting.

Staffing Plans must support an organization’s strategic plans.

Strategic and HR Plans, both processes need to be aligned.

Workforce Planning-Forecasting the future composition, conducting a gap analysis, deciding how to close gaps and determining how to best meet the needs(through redeployment, training, recruiting, or outsourcing)

The Needs Analysis

To identify compensation strategies, to determine employee training needs, etc.

The four steps of Needs Analysis

Supply analysis: Where are we now? What do we have?

-> Demand analysis: Where do we want to be? What do we need?

-> Budget analysis: How can we achieve cost-effective staffing?

-> Strategic analysis: How will we get what we need?

Supply Analysis: to examine skills and time utilization by consulting with line manager

->Having assessed current staff competencies -> Projections of internal supply -> Consider the number of people in each jobs -> Estimate of internal supply.(Who will transfer or who will leave)

Tools of Supply Analysis

Trend and Ratio Analysis Projections: Use statistics to determine whether relationships exists between two variables.

Turnover Analysis: An analyzed formula that tracks number of separations and total number of workforce employees per month.

Flow Analysis: To project future movement(flows in, up, down, across and out of) with group of employees separated by levels, occupations, or organizational unit.

Demand Analysis: Considering the model organization of the future and its human capital needs. It should project all future scenarios not only the most probable future.

Tools of Demand Analysis

Judgmental forecasts: To use information from the past and present to predict expected future conditions. It can be broken into…Managerial estimates, Delphi techniques, Nominal group techniques.

Managerial:교재 참조

Delphi: 교재 참조

Nominal: 교재 참조

Statistical Forecasts: Broken down into regression analysis(회귀분석) and simulations.

Simple linear regression: A relationship between employment level and a single variable.

Multiple linear regression: Several variables.