Topic 1: Introduction : Human Resource

Topic 2: Strategic Human Resource Planning 6 DISTINCT STEPS TO HR PLANNING

2 TYPES OF RECRUITMENT 1.Environmental Scanning (Must adapt to environmental
1. Internal STRATEGIC PLANNING circumstances)
2. External -Determination of the overall org. Purpose & goals and how they 2.Forecasting Demand for Employees (projections of number
are to be achieved? of employees)
3CHALLENGES OF HUMAN RESOURCE 3.Inventory Manpower (How many&what kind of employees
1.Challenge of Global Community HUMAN RESOURCE the company currently have in term of skills& training for future)
2.Challenge of Motivating employees to do -It ensures the number of employees matches the required skills. 4.Forecasting HR Supply
3.Challenge for productivity; 5.Reconciling HR Requirements & Supply Forecast(gaps
a.) Human Resource Capability HUMAN RESOURCE PLANNING between employment&labor force)
b.New Technology & Opportunities -company ensures that it has the right number & kind of people in 6.Action Plan Development.
c.Efficient work structure & Company Policies. the right place at the right time.
-it helps scheduling recruitment & selecting effectively by
determining how many employees needed. IMPORTANT ELEMENT IN THE FORECASTING HR SUPPLY
HUMAN RESOURCE MANAGEMENT 1.Length of service
-concerned w/ promoting & enhancing the development of work 2.Availability of training resources
effectiveness & advancement of the human resources in the 2COMPONENTS OF HR PLANNING 3.Union Attitudes
organization. 1.Requirement 4.Payment Policies
a.) Number of employees
3ROLES OF THE HR MANAGER b.) Skills requirement ACTION DECISION W/ A SURPLUS OF EMPLOYEES
1. Supervision (plans,organizes,control&coordinates the 1.Attrition (ilan ung umaalis)
department and give training) 2.Availability 2.Early retirement
2. Administrative (He assure the policy is made and a.)Shortage 3.Demotion
administered) b.Surplus 4.Freeze hiring
3. Negotiator (representative of management) 5.Termination
6.Restricted overtime
 SPECIFIC INFO. PROVIDED BY JOB ANALYSIS RECRUITMENT PROCESS
TERMS 1.Job title & Location 1.Formulating a recruitment strategy
Man Power Demand 2.Organizational relationship 2..Searching Job applicants.
-how many people needs to make the work done. 3.Relation to other jobs 3..Screening Applicants.
4.Job Summary 4..Maintaining an applicant pool.
Profile 5.Information concerning the job requirements.
-qualifications of what employees are looking for. Topic 4: Selection of Human Resource
USES OF JOB ANALYSIS INFORMATION
5SKILL CATEGORIES 1.Preparing the JD & JS
1.Managerial 2.Recruitment & Selection
2.Technical 3.Determining the rate of Compensation
3.Professional&Administrative 4.Performance Appraisal
4.Manual 5.Training
5.Clerical & Office 6.Career Planning& Development.
7.Safety
Topic 3: HR Recruitment 8.Labor relations.

Job-groups of positions that are similar on their duties. STEPS IN CONDUCTING JOB ANALYSIS
Analysis-procedure of determining & collecting info. 1..Examine the total organization & the fit of each job
2..Determine the purpose of JA
Job Analysis 3.Select job to be analyzed.
-to determine the responsibilities & qualification needed. 4.Collect data using acceptable JA technique.
5..Prepare JD
A.Job Qualification-job 6.Prepare JS
B.Job Specification- Pertains to qualification. 7.Use step 1-6
8..Approved.

Topic 5 :Training & Development
TRAINING
-process of acquiring knowledge,sharpening skills,concept,rules or
changing of attitudes/behavior to enhance performance of
employees.
OBJECTIVES OF TRAINING AND DEVELOPMENT
I-mprove productivity & the quality & quantity of output.
E-ffectiveness in the present job
C-reate more favorable attitudes such as loyalty& cooperation.
H-elp employees in their personal development
A-dvancement by helping them acquire additional
qualifications
H-epl org. Respond to dynamic market conditions and
changing customer demands.
S-atisfy human resource planning requirement.
USING TRAINING TO DEAL WITH COMPETITIVE CHALLENGES
G- lobal Challenge (cross cultural training)
Q-uality Challenge (Employees are being trained to create higher
quality product & service
H-igh performance work structure (new tech.causes changes in
skills requirement)
TRAINING PROCESS
1. Needs Assessment (to determine if training is necessary)
I. 5 METHODS TO GATHER NEEDS ASSESSMENT INFO.
a.) Interview
b.) Survey Questionnaire
c.) Observation
d.) Focus Group(group session to determine skill& knowledge
needed by employees for org.)
e.) Documentation Examination(examining records like
absenteeism,turn over, accident rates)
2. Training Objectives
3. Validation
4. Implementation of the training program
5. Training Evaluation.
NEEDS ASSESSMENT PROCESS
Organizational Analysis(determine appropriateness of training
Performance Analysis(determining the training needs of current
employees)
Task Analysis(assessing training needs of new employees)
LEARNING OBJECTIVES
Intructional- principles,facts and concepts should be learned in
training program
Organizational & Developmental Objectives
-impact of the training in Organization
Individual and Growth
-impact of training on the behavioral