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UT Arlington MANA 3320 - HR Planning Process

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MANA 3320 Lecture 5Outline of Last Lecture I. Job analysisII. Methods to designing a motivating jobIII. Redesigning a jobIV. Designing a job to encourage creativityOutline of Current LectureV. HR Planning processVI. There are different ways to eliminate a labor surplus and avoid a laborshortage and their pros and cons need to be considered.VII.Downsizing has major disadvantages and when necessary needs to be managed carefully to avoid negative consequences.VIII. There are a variety of different ways to recruit human resources.IX. It is important to connect HR planning and recruiting to an organization’s strategy to develop a complete talent management program.Current LectureHuman Resource Planning - like budgeting, planning for the futureStep 1: Forecasts of labor surplus or shortage Step 2: Goal setting and strategic planning- what can be done to minimize surplus or avoid shortage?- plan for market fluctuations or declinesThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.When you foresee a shortage or surplus you have multiple options! Understanding and weighing pros and cons makes this a decision making process.Downsizing Advantage: Immediate effect on reducing costs.Disadvantage: Downsizing simply for the reason of reducing costs often hurtslong-term organizational effectiveness. - Causes High turnover rate- Employees suffer/punished for something that wasn't their fault- Morale of remaining employees is lowered- lose talented, irreplaceable employees who decide to quit to avoid layoff- Incurring higher costs when rehiring - disrupts the social dynamic within the organization-damages morale over job security- damages reputation as a responsible employerDownsizing done right:-pay cuts (hopefully temporarily)-reduce hours-early retirement, phased retirement programs-transferring to other positions within the company*Manage downsizing appropriately, Video of the office*You don’t want to worry people, start rumors1. Fully inform employees, disadvantages to not informing employees:-questioning employees-rumors-everyone things it’s going to be them-employees will start looking for a job-no matter how quiet the top management tries to be, employees will find out-cannot hide everything-people will think it’s worse than it is-hurts productivity- sudden lay off will shock employees - grievance and dissatisfaction amongst remaining employees2. Lay off appropriately, based on performance ( get rid of least desiredemployees not most talented)3) Provide explanations to employees who are leaving, treat them with respect, and offer job relocating services4) Refocus and rebuild morale for remaining employeesRecruiting - encourages high quality applicants to apply REFERRALS ARE THE TOP CHANNEL OF FINDING EMPLOYEESTalent Management - HR planning and recruiting must be tied to an organizations’ strategy to develop a complete program of talent man Reduced work hours; early-retirement or phased- retirement programs; retraining and transferring to other positionsSecond, manage the downsizing process appropriately:1) Fully inform employees (video example: The office)A question to ponder: What are the disadvantages of not informing employees?2) Use fair criteria that are performance-based3) Provide explanations to employees who are leaving, treat them with respect, and offer job relocating services4) Refocus and rebuild morale for remaining employeesStep 3: program implementation and evaluation * Yahoo Talent Management Video*Human capitalFirms have a problem attracting and keep good employeesTalent Management according to yahoo1. Talent management is a top priority2. approach and commitment3. HR plays a strategic role4. develop a story, a company mission and values, get people excited about the company5. understand why people come, stay and leave, minimize the


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