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First Discussion W-2: HR Planning

First Discussion W-2
HR Planning:

1-What are the types of experiences, especially staffing-related ones, that an organization will be likely to have if it does not engage in HR and staffing planning?

2-What examples can you share?

Class: We can talk about staffing planning, but this has to include some notion of business planning. The strategic part is still relevant to staffing planning.

3-What are some of the issues that come into plan when you trying to do planning and also trying to take care of your customer?

4- Is it a matter of just planning based on what a manager or a VP says that they will need in the future and then we go with it?

5- Do we have a consulting role in all of this--guide the organization so that the planning comes out with more realistic results once the plan is implemented?

6- It's also easy for HR to just do what they are told without challenging the organization.

Second Discussion W-2

Job Descriptions and Job Analysis:

7-What methods of job analysis are available?

8- Explain at least one job analysis method and give an example of the type of job it might be best suited for and explain why.

9- What are some of the pros and cons to using multiple methods of job analysis for a particular job?

10-Multiple sources?

Solution Preview

1-What are the types of experiences, especially staffing-related ones, that an organization will be likely to have if it does not engage in HR and staffing planning?

Common types of staff related experiences seen in organizations not applying sound HR staffing and planning are labor relations issues, legal issues, EEOC compliance issues related to the fair treatment of all employees, privacy issues of the staff, hiring and termination issues related to the fair practice in both situations and equity of pay scales.

The choice by an organization to actively employee a qualified Human Resources team that actively participates in HR planning, will enable them to gain control of their organizations future by staying prepared for staffing events such as the ones mentioned in this example above. Being prepared means that the organization will be able to anticipate issues before they arise and make proper changes and take the appropriate courses of action. Through actively staying involved in staffing issues a company will be able to manage through difficult situations much easier than if they ignore the problems and let them explode into full legal nightmares that they have to manage after the fact.

2-What examples can you share?

Common examples of human resources involvement would be in labor relation discussions between union employees and non union employees. Ensuring the company is protected and also that the workers' rights are intact is a critical function of the human resources team. Also, having a strong administration that deals with the equality issues in a cross cultural work ...

Solution Summary

Common types of staff related experiences seen in organizations not applying sound HR staffing and planning are labor relations issues, legal issues, EEOC compliance issues related to the fair treatment of all employees, privacy issues of the staff, hiring and termination issues related to the fair practice in both situations and equity of pay scales.

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