Planning and Managing Human Resources (601 pages)
Introduction to Planning and Managing Human Resources:
Strategic Planning for Human Resources Management
What Is Strategic Planning for Human Resources (SPHR)?
How Did Human Resources Planning (HRP) Evolve?
What Do We Mean by Strategy?
Why Is Strategic Planning for Human Resources Needed?
What Makes Strategic Planning Difficult in Organizations?
How Can the SPHR Process Be Described?
What Are the Roles of HRP Practitioners?
What Is Role Theory?
What Do We Know about HRP Roles?
How Can HRP Roles Be Conceptualized?
How Are the Roles of HR Planners Related to the SPHR Model?
How Is This Book Structured?
The Human Resources Organizational Coordinator
What Does the HR-Organizational Coordinator Do?
Why Is It Important to Link Organizational Plans and HR Plans?
What Are the Purposes, Goals, and Objectives of the Organization?
What Are the Purposes, Goals, and Objectives of Strategic Human Resource Plans?
Alternative Methods of Linking Strategic Business Plans with HR Plans
The Human Resources Work Analyst
What Does the HR Work Analyst Do?
What Specialized Terms Are Associated with Work Analysis?
Why Is Work Analysis Important?
What Should Be Analyzed?
How Is Work Analysis Traditionally Conducted?
How Is General Background Information Collected?
What Results Do Analysts Hope to Obtain?
What Are Some Approaches to Work Analysis?
What Are Some Data-Collection Methods for Work Analysis?
How Can the Work Analysis Process Be Carried Out?
How Are Results Verified?
How Are Internal and External Conditions Monitored?
How Are Competencies Identified, and How Are Values Assessed?
The Human Resources Workforce Analyst
What Does the HR Workforce Analyst Do?
What Specialized Terms Are Associated with Workforce Analysis?
Why Is Workforce Analysis Important?
What Should Be Analyzed?
How Is Workforce Analysis Traditionally Conducted?
How Are Job Specifications Prepared?
What Is the Link Between Workforce and Work Analysis?
Why Are Employee Performance Appraisals Important?
What Should Be Evaluated?
How Should Evaluation Be Carried Out?
What Problems Exist with Traditional Employee-Appraisal Methods?
How Can Problems with Employee Appraisals Be Overcome?
How Are Appraisal Results Used in Human Resources Planning?
The Human Resources Auditor
What Does the HR Auditor Do?
How Is the HR Audit Conducted?
Deciding on Issues to Examine
Deciding, Tentatively, How to Conduct the Audit
Selecting People to Assist with the Audit
Collecting Background Information
Finalizing the Audit Plan
Collecting Audit Information
Compiling Audit Results
The Human Resources Environmental Scanner
What Does the HR Environmental Scanner Do?
Why Is Environmental Scanning Important?
How Is the Environmental Scanning Process Conducted?
Identifying Future Trends
Problems with Environmental Scanning
Assessing the Effects of Future Trends
Conducting Future-Oriented Work Analysis
Selecting a Means to Conduct Future-Oriented Work Analysis
Verifying Results of Future-Oriented Work Analysis
Conducting Future-Oriented Workforce Analysis
Scanning for the HR Department
Determining Desired Effects of Environmental Factors
The Human Resources Forecaster
What Does the HR Forecaster Do?
What Are Some Models of Forecasting?
What Are Some Reasons for Demand Forecasting?
Forecasting Methods
What Are Some Reasons for Supply Forecasting?
Supply Forecasting Methods
Forecasting External Labor Supply
The Human Resources Planning Formulator
What Does the HR Planning Formulator Do?
Bringing It Together: Conceptual Models for Strategic Planning for HR
Four-Factor Condition/Criteria Analysis
Other Methods of Analysis
The Range of HR Grand Strategies
Weighing Strategic Alternatives
Selecting an HR Grand Strategy
The Human Resources Integrator
What Does the HR Integrator Do?
Developing HR Objectives
Providing Leadership
Matching Rewards and Controls to HR Strategy
Devising HR Policies Consistent with Strategy
Coordinating HR Practice Areas
Matching Structure to Strategy, and Strategy to Structure
Career Planning and Management
The Role of Career Planning and Management in Implementing
HR Grand Strategy
The Traditional Approach to Career Planning
The Traditional Approach to Career Management
Problems with Traditional Approaches to Career Planning and Management
Strategic Career Planning
Strategic Career Management
Recruitment and Selection
The Role of Recruitment and Selection in Implementing
HR Grand Strategy
The Traditional Approach to Recruitment and Selection
Problems with the Traditional Approach to Recruitment and Selection
Strategic Recruitment and Selection
Training
What Is Training?
The Role of Training in Implementing HR Grand Strategy
The Traditional Approach to Training
Problems with the Traditional Approach to Training
Strategic Training
Organization Development
The Role of OD in Implementing HR Grand Strategy
The Traditional Approach to OD
Problems with the Traditional Approach to Organization Development
Strategic OD
Job Redesign
What Is Job Redesign?
The Role of Job Redesign in Implementing HR Grand Strategy
Organization and Job Design
Traditional Approaches to Job Redesign
Problems with the Traditional Approach to Job Redesign
Strategic Job Redesign
Employee Assistance Programs
The Role of Employee Assistance Programs (EAPs) in Implementing
HR Grand Strategy
The Traditional Approach to EAPs
Problems with the Traditional Approach to EAPs
Strategic EAPs
Labor Relations
The Role of Labor Relations in Implementing HR Grand Strategy
The Traditional Approach to Labor Relations Programs
Problems with the Traditional Approach to Labor Relations
Strategic Labor Relations
Compensation and Benefits
Key Terms in Compensation and Benefits
The Role of Compensation/Benefits in Implementing
HR Grand Strategy
The Traditional Approach to Compensation/Benefit Programs
Problems with the Traditional Approach to Compensation/Benefit Programs
Strategic Compensation/Benefit Programs
The Human Resources Planning Manager
What Does the HR Planning Manager Do?
How Is the HR Planning Manager’s Role Carried Out?
Establishing HR Department Goals and Objectives
Creating Department Structure
Staffing the HRP Department
Issuing Orders
Resolving Destructive Conflicts
Communicating within and between Departments
Planning for Needed Resources
Dealing with Power and Politics
The Human Resources Planning Evaluator
What Does the Human Resources Planning Evaluator Do?
How is Evaluation Carried Out?
Purposes of HR Evaluation
Control Systems
Criteria
Carrying out the Evaluation Process
Feeding Back the Results of Evaluation
