Human Resource Planning II - Riska Septifani · Human Resource Planning II. PGP 2005-07 Planning.....
Transcript of Human Resource Planning II - Riska Septifani · Human Resource Planning II. PGP 2005-07 Planning.....
Human Resource Planning II
PGP 2005-07
Planning..
Helps reduce uncertainty the use of human resources will be more effective and efficient
Include the planning of demand and supply of labor
PGP 2005-07
Why is HRP important?
The suitability of individual and organizational goals
Development and diversification of the organization
Business plan strategy development (HR)
Technological change and social adjustment
Basic human resource development (training and development)
Help evaluate the effects of policies HRP
Reducing the cost of HR (turn over)
PGP 2005-07
HR Planning Model
Phase 2 Forecasting Supply
Phase 3 Planning/ Implementing
Designing and Implementing
Programmes
Phase 4 Evaluating
Monitor Evaluate HR Plans
Phase 1 Investigating
External / Internal HR Condition
GOAL AND PLAN
Demand
PGP 2005-07
STAGES OF HRP
Phase 1 Investigating: Inventory HR byinternal/external data analysis (skills,education) as the basic goals of humanresource developmentPhase 2 Forecasting: HR demand forecast based on Supply and Demand HRPhase 3 Planning/Implementing: Designing andimplementing a plan for human resourcedevelopment by staffingPhase 4 Evaluating: Monitor and evaluate inachieving the goals and objectives
PGP 2005-07
SUPPLY of LABOR
The maximum number of workers in the company in a variety of wage rates within a certain time period
PGP 2005-07
Factors Affecting Labor Supply
demographic changes
Regional and national economic conditions
education level
Demand of labor with special skills
Mobility
government policy
PGP 2005-07
Source of Labor Market
HR Inventory (promotion, transfer, transfer)
Department of Labor
Agency of labor
Group of company (center and their branches)
PGP 2005-07
DEMAND OF LABOR
The maximum amount laborrequired by company, whichcompany are willing toemploy in various wage on acertain time period
PGP 2005-07
Factors affect Demand of Labor?
The external environment
Organizational (internal)
HR supplies
PGP 2005-07
External environment
Economic growth (inflation, employment, interest rate)Social politicsTechnologyCompetitor
PGP 2005-07
Organizational
The company's strategic business plan
financial budget
Forecast production and sales
Expansion and development of the company
PGP 2005-07
HR supplies
Fringe Benefit allowance (supplementary compensation)
Incentive
Request to stop work
PGP 2005-07
Fringe Benefit
a. given because:1. Retirement2. Severance (Pesangon)3. Health Benefits4. Work Accident Insurance.
b. Forms Services1. Magazine2. Sports facilities3. Celebration of religious holiday4. Other Social Programs
PGP 2005-07
types of benefits and services
1. Employee Security
2. Pay for time not worked
3. Bonuses and Rewards
4. Services Program
PGP 2005-07
Advantages of giving fringe benefit to workforce:
1. Improved spirit and loyalty2. Decreased staff turnover and absenteeism3. Reduction of fatigue4. Reduction the influence of the labor unions5. Create a better public relations6. Satisfy the employees’ needs7. Minimize the cost of overtime work8. Reduce the likelihood of government intervention.
PGP 2005-07
HRP Ideal
Balancing supply and demand
PGP 2005-07
Requirement FOR SUCCESSFUL HRP
HRP = business planning (have same priority)
Support from top-management
Active coordination betweem line manager and HRD
HR information system shoulde be up to date
Priodically evaluation of HR forecasting technics