By Dr. Peni Sawitri 1

Human ResourcesPlanning

July 2009

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The goal of the HRP Chapter is to ensure that the student should be able to:

Understand the importance of HRP to the organizationIdentify the six steps in the HRP processIdentify the methods by which an organization can develop forecasts of anticipated personnel demand and understand labor marketsDetermine which recruitment methods are best for given situations, including the role of internetKnow the most important features of recruitment advertising

Human Resources PlanningChapter

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Simplified Model of External & Internal Factors that influence Recruitment

Legal environment

Federal laws, state laws and executive orders

Labor marketsAvailability of skilled &

Unskilled personnel

Business EnvironmentDegree of competition, Speed of technological

change

Strategic Business Planning• Corporate philosophy•Environmental scan

•Assessment of organizational SW•Development of strategic business objectives

Operational Planning• Spesific plans for growth, acquisition,

Diversification and/or divestiture

Human Resource Planning• Projected staffing needs, number of

Openings, types of jobs, time frame for Filling openings

• projected staff avaibility•Reconciliation of forecasted needs &

Avaibility• formulations of actions plans

Recruitment planning

External

Internal

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Perencanaan SDMPerencanaan Sumber Daya Manusia adalah perencanaan strategis untuk mendapatkan dan memelihara kualifikasi sumber daya manusia yang diperlukan bagi organisasi perusahaan dalam mencapai tujuan perusahaan.

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Effective HRP

Environmental scanningLabor demand forecastLabor supply forecastGap analysisAction ProgrammingControl and evaluation

Langkah pertama: Representasi dan Refleksi dari Rencana Strategis Perusahaan

Langkah Kedua: Analisa dari Kualifikasi Tugas yang akan diemban oleh Tenaga Kerja.

Langkah Ketiga: Analisa Ketersediaan Tenaga Kerja

Langkah Keempat: Melakukan Tindakan Inisiatif

Langkah Kelima: Evaluasi dan Modifikasi Tindakan

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Hubungan antara analisis jabatan dan Perencanaan

Having identified the behavioral requirements of jobs, the organization is in a position to identify the numbers of employees and skills required to do those jobs, at least in the short term.Further, an understanding of available competencies is necessary to allow the organization to plan for the changes to new jobs required by corporate goals.

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Hubungan antara perencanaan SDM dengan perencanaan stratejik

Workforce planning itself can be strategic (long-term and general) or tactical (short-term and specific)It may be done organization wide or it may be restricted to divisions, departments, or any common employee groups.If Workforce planning is to be genuinely effective, it must be linked with the different levels of general business planning. Not as end or goal in and of itself, but rather as a means to the end of building more competitive organizations

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Impact of three levels of business planning on workforce planning

Strategic Planning: Long-Range Perspective

Corporate philosophy, Environmental scan Strengths and constraints, Objecyives and goals strategies

Business Planning Process

WorkforcePlanning Process

Actions Plans

Staffing authorizations, Recruitment, Promotions and transfes, Organizational changes, Training and Development, Compensation and benefit, Labor relations

Forecasting requirements

Staffing levels, staffing mix (qualitative), Organization and job design, Available/projected resources, Net requirements

Operational Planning: Middle-Range Perspective

Planned programs, Resources equired, Organizational strategies, Plans for entry into new businesses acquisitions, divestitures

Budgeting: Annual Perspective

Budgets Unit, individual performance goals, Program scheduling and assignment, Monitoring and control of result

Issues Analysis

Business needs, External factors, Internal supply analysis, management implications

Source : Cascio

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Permintaan (demand) SDM : Cause of Demand

External Challenges

Organizational Decision

Workforce Factors

EconomicsSocial-Political-legalTechnologyCompetitors

Strategic PlansBudgetsSales and

production forecastsNew venturesOrganization and

job design

RetirementResignationsTerminationsDeathsLeave of absence

Source : Wherther & Davis

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Permintaan (demand) SDM : Forecasting Techniques

Expert forecast Trend projection forecast

Other forecast methods

Informal and instant decision

Formal expert survey

Nominal group technique

Delphi technique

ExtrapolationIndexationStatistical analysis

Budget and planning analysis

New-venture analysis

Computers models

Source : Wherther & Davis

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Penawaran (supply) SDM :Factors that determine the future supply

of Human Resource

Audit of human

resources

Succession planning

Labor market analysis

External needs

Replacement charts Supply of

Human Resource

External

Internal

Source : Wherther & Davis

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Penawaran (supply) SDM :Estimates of External Supply

External needsLabor market analysisCommunity attitudesDemographics

Source : Wherther & Davis

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Penarikan sebagai tindakan stratejik

Recruitment is a form of business competition, and it is fiercely competitive. Just as corporations compete to develop, manufacture and market the best product or service, so they must also compete to identify, attract, and hire the most qualified people.

Source : Cascio

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Penarikan dari sumber internalJob-Posting ProgramsJob posting programs inform employees about openings and required qualifications and invite qualified employees to apply.The purpose of job posting is to encourage employees to seek promotions and transfers that help the HR department fill internal openings and meet employees’ personal objective.Departing employees

Source : Wherther & Davis

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Penarikan dari sumber eksternalWalk-ins and Write-insEmployee ReferralsAdvertisingState employment security agenciesPrivate placement agenciesProfessional search firmsEducational institutionsProfessional AssociationsLabor organizationsMilitary operationsGovernment-funded and Community training programsTemporary help agenciesLeased employeesOpen houseInternational recruiting

Source : Wherther & Davis

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Mengelola operasional penarikanReengineered Recruitment in the Information Age- Use Optical character recognition (OCR)- Use Knowledgebase software that contains 25,000 skills - Provides instant on-line access to resume and skill information in the databaseEvaluation and control of Recruitment Operations- Cost of operations- Cost per hire- Number and quality of resumes by sources- Acceptance/offer ratio- Analysis of post-visit and rejection questionnaires- Salary offered-acceptance versus rejectionsRealistic Job Preview

Source : Cascio