WORK FORCE PLANNING

Human Resources planning- human, man power, how many

people do you need?

Strategic planning - how do you get right people in the right

time, people willing to work, hiring just a right number of
people,

Succession planning- replacement of position,

know if a person hired if he/she is qualified for a bigger
position. Taking care of the employee to take on the next level
available

Link expenditure- expense of company

JOB ANALYSIS
-step one
What kind of job will the employee do?
-foundation
-characteristics of the needed employee to be able to perform
well

Job classification- separate different jobs

Job evaluation- how much you need to be paid
Job design- what us the best way to perform a job, (not only
one person will do all the difficult tasks)

PERSONPOWER PLANNING
If you are qualified of one job, you are also qualified to other
job,
PETER PRINCIPLE- competent in their previous job, but once
promoted, they become incompetent(they hire other people,
external hiring)

CONDUCTING JOB ANALYSIS