1. A Strategic Approach Chapter 3 Bryan Andrews

2. Causes if Future HR Demand External • Economics • Social – political – legal • Technology • Competitors

3. Cont’d Organizational Strategic goals Budgets Sales and Production Goals New Ventures Organizational and job design

4. Cont’d Workforce • Retirement • Reassignments • Terminations • Deaths • Leaves of absence

5. Strategic Plan • An identification of a firm’s long term objective’s and its proposals for achieving those objectives

6. Relationship between HR Planning and Strategic Planning Overall Corporate Strategy Human Resource Objectives Human Resource Plans Operational/Tactical Plans

7. Forecasting Techniques for Estimating Future HR Needs Expert Informal and Instant Decisions Formal Expert Survey Delphi Technique

8. Cont’d Trend Extrapolation Indexation Statistical Analysis

9. Cont’d Other Budget and planning analysis New venture analysis Computer

10. Sources of Supply of HR • Audit of Human Resources • Replacement Charts

11. Cont’d • External Needs • Labour Market Analysis

12. Labour Market Analysis • A study of the employer’s labour market to evaluate the present or future availability of workers

13. Audit • A plan of the attrition of employees, i.e., a schedule to even employees are scheduled to retire from the company

14. Cont’d • A plan whereby available work is spread among all workers in order to reduce the extent of a layoff

15. Human Resource Information System • HYIS gathers, analysis and reports important information that can be critical when human resource specialists engage in strategic planning