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Describe the human resource planning process. - Answer-Step 1: Forecast Demand for
Resources
Step 2: Assess Supply of Resources
Step 3: Develop HR Objectives
Step 4: Design and implement HR Programs to Balance Demand and Supply
Step 5: Establish Program Evaluation
Forecasting: Identifying the causes that will drive demand- strategic plan, demographic
impacts, turnover, legal changes, and competitors
Discuss methods for estimating an organization's demand for human resources. -
Answer-Expert- Informal and instant decisions
- Formal expert survey
- Delphi technique
Trend- Extrapolation
- Indexation
- Statistical Analysis
Other- Budget and planning analysis
- New-venture analysis
- Simulation models
Explain the various methods of estimating a firm's supply of human resources. -
Answer-Internal: •HR Audits
-Skills Inventories
ØSummary of worker skills and abilities
-Management and Leadership Inventories
ØReports of management capabilities
-Replacement Charts
ØLists of likely replacements for each job
-Replacement Summaries
ØLists of likely replacements for each job and their relative strengths and weaknesses.
External: •Labour Market Analysis
•Study of the firm's labour market to evaluate the present or future availability
•Community Attitudes
•Affects nature of the labour market
, •Demographic Trends
•Affects the availability of external supply
•ESDC publishes labour force projections
•Statistics Canada publishes reports
Canadian Occupational Projection System (COPS
Identify solutions to shortages or surpluses of human resources. - Answer-•When the
internal supply of workers exceeds the firm's demand, a surplus exists. There are
various HR strategies:
ØHeadcount reduction (layoffs; leave without pay; incentives for voluntary separation;
termination)
ØAttrition (hiring freeze; early/phased retirement offers)
ØAlternative Work Arrangements (job sharing; part-time employees)
Manage Shortage of Employees: - Hire employees ; Full, Part, Temp
Source Service Providers- third party out source
Develop Employees internally- Replacement charts, succession planning
Flexible work arrangement; overtime
Discuss the major contents of a human resource information system (HRIS). - Answer-
•A Human Resource Information System (HRIS) is used to collect record, store,
analyse, and retrieve data concerning an organization's human resources
The major stakeholders who use the information from an HRIS are HR professionals,
managers, and employees
Explain how HRIS has contributed to enhancing HR service delivery. - Answer-•There
are many different systems to choose depending on organizational requirements.
•Key considerations:
ØSize
ØInformation that needs to be captured
ØVolume of information transmitted
ØFirm's objectives
ØTechnical capabilities
ØReporting capabilities
Explain the impact of government on human resource management. - Answer-•Federal
and provincial laws regulate the employee-employer relationship
•Those 'doing' HR need to:
-Stay abreast of the laws and interpretation of the laws by regulatory bodies and court
rulings
-Develop programs to ensure company compliance
-Pursue their traditional roles of obtaining, maintaining, and retaining an optimal
workforce (in light of laws and societal objectives)
•The Canadian Charter of Rights and Freedoms is contained in the Constitution Act of
1982
•Most far-reaching legal challenge for HR managers
Charter provides fundamental rights to every Canadian
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