chapter 2 human resource planning. why plan? a road map lead you to your goal. where are we now?...
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Why plan? A road map lead you to your goal.
Where are we now? Where we wanna go? When we need to be there? How to get there? How do we know when we are there?
Operations Equipments Menu items Décor Facilities
Behavior Job content Skill level Performance
standard Pay level
Strategic Human Resources Management策略性人力資源管理
特質 SHRM 視人力資源是公司總體發展策略之一 SHRM 會充分反映出公司內外部環境變化 SHRM 重視人力的長期規劃 (3-5 years)
Corporate Strategy
Financial Strategy
Marketing Strategy
HR Strategy
Production Strategy
Staffing Training MaintenanceMotivation
Internal Challenges
External Challenges
OrganizationalStrategies
OrganizationalStrategies
OrganizationalCharacteristics
OrganizationalCharacteristics
OrganizationalCapabilities
OrganizationalCapabilities
EnvironmentEnvironment
HR Strategies
Consistency
Consistency
Co
nsi
sten
cy
Co
nsisten
cy
ImprovedFirm
Performance
ImprovedFirm
Performance
FitFit
FitFit
FitFit
FitFit
Effective HR Strategy
Mission vs. Action Plan
公司經營願景 (Mission; Vision) 決定人力資源方向及計畫
願景要項 清楚說明公司所欲達成的目標 量化並可測量 有一定期限 逐一列出並與有公開管道與員工溝通
From Mission to Action plan
ARAMARK ExampleMission statement: A company where the best peopl
e want to workHR plan: To create a work place which attracts the b
est peopleHR practices:
Identify job characteristics Identify and select people who fits the job Understand employee’s needs Create a work place where meets the best people’s nee
ds.
HR Forecasting 人力預測
預測 (forecasting) 量化資料 : historical data, projected growth, … 質化資料 : 觀察,報章雜誌報導,經驗,個人直覺
判斷…
人力需求預測通常利用歷史資料 (historical data) 來進行預測
職稱 離職率 現職人數
預計離職人數 by 2005
預計 2004 年底在職人數
預估 2005 人力需求
所需招募人數
Waitpersons 50% 48 24 24 64 40
Hostesses 38% 6 2 4 8 4
Bus persons 60% 12 7 5 16 11
cashiers 30% 6 2 4 8 4
Dishwashers 40% 12 5 7 16 9
cooks 55% 20 11 9 27 18
Production 20% 16 3 13 21 8
Total 120 54 66 160 94
人力供需預測
Exercise
Chichi restaurant 2005 員工人數需求預測 預計 25% 成長率
Job Category
# of
employees
% of total
workforce
2005
Employee #
Head waiter 16 18%
Waiter 35 60%
Chef 7 12%
Total 58 100%
職稱 離職率 現職人數
預計離職人數 by 2005
預計 2004年底在職人數
預估 2005人力需求
所需招募人數
Head waiter 20% 10
Waiter 48% 30
Chef 35% 18
Total 30 58
人力供需預測考慮因素 市場競爭 (product & man power) 顧客及勞工市場結構改變 大環境經濟因素 政府相關政策或規定 科技演進 趨勢分析 社會及文化背景改變 消費者對產品及服務需求改變 財務資源 員工離職率 公司經營文化 失業率
當 labor supply < labor demand ( 人力短缺 ) 加班 增加 part time 從外部招募 從內部晉升 加強訓練提高個人產值 Contingent employee 短期員工