HROB 2100 Study Guide - Final Guide: Workplace Hazardous Materials Information System, Employee Assistance Program, Nominal Group Technique
23 Oct 2016
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The process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meet its strategic objectives. Helps the organization: meet strategic goals and objectives, achieve economies in hiring new workers, make major market labour demands successfully, anticipate and avoid shortages and surpluses of human resources, control or reduce labour costs. Step 1: forecasting the availability of candidates (supply) Step 2: forecasting future hr needs (demand) Step 3: planning and implementing hr programs to balance supply and demand. External environmental factors monitored include: economic conditions, market and competitive trends, new or revised laws relating to hr, social concerns (health care, childcare, educational priorities, technological changes, demographic trends. Skills inventories and management inventories: skills inventories: U(cid:373)(cid:373)a(cid:396)(cid:455) of (cid:272)u(cid:396)(cid:396)e(cid:374)t e(cid:373)plo(cid:455)ees(cid:859) edu(cid:272)atio(cid:374), e(cid:454)pe(cid:396)ie(cid:374)(cid:272)e, i(cid:374)te(cid:396)ests, a(cid:374)d skills. Used to identify eligibility for transfer/promotion: management inventories: Summary of management employees qualifications, skills, interests, managerial responsibilities. Replacement charts and replacement summaries: replacement charts:
