HROB 2010 Study Guide - Final Guide: Employee Assistance Program, Wrongful Dismissal, Markov Chain
12 Oct 2016
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Document Summary
The process of forecasting future hr requirements to ensure that the organization will have the. Human resources planning (hrp): required number of employees with the necessary skills to to meet its strategic objectives . Anticipate and avoid shortages and surpluses of hr. Step 1: forecasting the availability of candidates (supply) Step 3: planning and implementing hr programs to balance s&d. New or revised laws relating to hr. Social concerns (health care, child care, educational priorities) Summary of current employee"s education, experience, interests, and skills. Summary of management employee"s qualifications, skills, interests, managerial responsibilities. Depiction of who will replace whom in the event of a job opening. Internal candidates age, present performance rating, and promoting status are listed. Lists of likely replacements for each positions. Indicates relative strengths/weaknesses, current position, performance, promotability, age, and experience. Ensuring supply of successors for key jobs so that careers can be effectively planned and managed. Analysis of demand for managers and professionals.
