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Title: Strategic Human Resource Planning
Description: This note file Provides - Planning process of strategic Human Resource and all about its many functions, Like - The SHR planning process, Benefits of SHRP, External Environment, Organizational decisions, Work force factors, HR demand and supply forecasting, HR supply Forecasting, Techniques of demand forecasting, Sources of supply of Human Resource, Resource-Based View (RBV),Organization Self-Assessment, Establishing Goals & Objectives, The Five P’s Model of SHRM, Strategies to face Surplus and Shortage situations, Succession Planning and more.
Description: This note file Provides - Planning process of strategic Human Resource and all about its many functions, Like - The SHR planning process, Benefits of SHRP, External Environment, Organizational decisions, Work force factors, HR demand and supply forecasting, HR supply Forecasting, Techniques of demand forecasting, Sources of supply of Human Resource, Resource-Based View (RBV),Organization Self-Assessment, Establishing Goals & Objectives, The Five P’s Model of SHRM, Strategies to face Surplus and Shortage situations, Succession Planning and more.
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Strategic Human Resource
Planning
1
Strategic HR Planning is the systematically
forecasts an organization’s future demand for
and supply of employees and matches supply
with demand
...
2
At last we can say that Strategic Human
resource planning is a process by which an
organization ensures that
It has the right number and kinds of people
at the right place
at the right time
Capable of effectively and efficiently
completing those tasks that will help the
organization achieve its overall strategic
objectives
...
7
So SHRP is the process by which management
determines how the organization should
move from its current manpower position to
its desired position
...
8
Improves the utilization of human
resources,
Matches personnel activities and future
organizational activities efficiently
...
Coordinates different personnel
management programs and hiring needs
efficiently
...
Assists in the
integration of external environmental
influences, organizational and human
resource conditions
...
10
Factor Influencing the demand for labor
1
...
Demand for goods and services
3
...
Rate of production by each employee
11
•
•
•
•
•
•
Organizations policies- selection,
recruitment, staffing levels, retirement
...
Available skills within the labor market
Cost of living in the area
Demographic profile of potential recruitment
area
National legislation-Employment law
...
They are broadly categorized as
External, Organizational, and Work fore
factors
...
Work force factors
13
Some external environment such as social,
economics, cultural, political, legal,
technological, may affect the futures HR
demands in the organizations
14
Some of the organizational activities
especially the detail budget, long range
plans of sales and production forecasts,
new-venture of the reorganizing the
organization, redesigning the job of the
organization may either increase the
demands for or decrease the demands for
HR for the organization
...
These factors
may increase or decrease of demands of HR
resource
Title: Strategic Human Resource Planning
Description: This note file Provides - Planning process of strategic Human Resource and all about its many functions, Like - The SHR planning process, Benefits of SHRP, External Environment, Organizational decisions, Work force factors, HR demand and supply forecasting, HR supply Forecasting, Techniques of demand forecasting, Sources of supply of Human Resource, Resource-Based View (RBV),Organization Self-Assessment, Establishing Goals & Objectives, The Five P’s Model of SHRM, Strategies to face Surplus and Shortage situations, Succession Planning and more.
Description: This note file Provides - Planning process of strategic Human Resource and all about its many functions, Like - The SHR planning process, Benefits of SHRP, External Environment, Organizational decisions, Work force factors, HR demand and supply forecasting, HR supply Forecasting, Techniques of demand forecasting, Sources of supply of Human Resource, Resource-Based View (RBV),Organization Self-Assessment, Establishing Goals & Objectives, The Five P’s Model of SHRM, Strategies to face Surplus and Shortage situations, Succession Planning and more.