1. IB Business & Management Unit 2.1 Functions and Evolution of HRM Human Resource Planning (Workforce Planning)

2. Learning Outcomes Human Resource Planning (Workforce Planning) AO1 Internal and External factors that influence HR planning (such as demographic change, change in labour mobility, new communication technologies) AO3 Labour Turnover AO2 Outsourcing, Off Shoring and Re-shoring as human resource strategies (AO3)

3. HUMAN RESOURCE PLANNING (WORKFORCE PLANNING) What is Workforce Planning?

4. What is Human Resource Planning? The continual process of anticipating the future workforce needs of the organisation. Identifies the size, type, and quality of workforce needed to achieve objectives. Determines what mix of experience, knowledge, and skills is required. Sequences steps to get the right number of right people in the right place at the right time. What might this involve?

5. Workforce Planning involves…..

6. Why is workforce planning so important? Businesses need to employ the right people to achieve its aims and objectives. Recruitment/training staff takes time A proactive rather than reactive approach will ensure that the organisation responds to changes in the internal/external environment

7. Task How would BSM go about planning their staffing needs for next year? What information would they need?

8. What information is needed? Historical data and trends Sales forecasts Labour turnover rates Demographic changes Technological changes How would each of these factors affect the staffing needs of an organisation

9. LABOUR TURNOVER

10. What is labour turnover? Labour turnover is defined as the number of workers leaving a company per year as a percentage of the average number of workers employed during that period of time Why might employees leave an organisation? What might an increasing labour turnover indicate? What problems does a high labour turnover cause for an organisation? Why is labour turnover important for workforce planning? What can organisations do to reduce their labour turnover

11. INTERNAL AND EXTERNAL FACTORS INFLUENCING WORKFORCE PLANNING

12. Demographics? What demographic changes might occur within a population?

13. Demographic changes Age structure of population Changes in retirement age Increase in working women Levels of unemployment Increase in flexible working Net migration rates How might changes in these areas impact workforce planning? Are they opportunities or threats?

14. Labour Mobility Labour mobility refers to the ease with which labourers are able to move around within an economy in terms of: Location (geographic mobility) this can be national or international Industry (occupational mobility)

15. Labour Mobility…. Questions to consider What might stop a worker being – Geographically mobile – Occupationally mobile What could be the negative consequences of a lack of labour mobility What factors may have lead to increased – Geographical Mobility (national) – Geographical Mobility (international) – Occupational Mobility What are the benefits to firms of increased labour mobility?

16. New Communication Technologies How can communication technologies impact on workforce planning?

17. HUMAN RESOURCE STRATEGIES: OUTSOURCING, OFFSHORING AND RESHORING

18. Offshoring Offshoring is the relocation, by a company, of a business process from one country to another typically an operational process, such as manufacturing, or supporting processes, such as accounting or customer services What would be the benefits of using offshoring? What difficulties could be encountered? In what situations would offshoring be the most suitable?

19. Outsourcing Outsourcing is an allocation of specific business processes to a specialist external service provider. What type of processes could be outsourced? What would be the benefits of using outsourcing? What difficulties could be encountered? In what situations would outsourcing be the most suitable?

20. Can work be outsourced offshore? Can you think of any examples? In what circumstances would offshoring be a desirable HR strategy? In what circumstances would outsourcing be a desirable HR strategy?

21. Reshoring Reshoring is the practice of bringing outsourced personnel and services back to the location from which they were originally offshored. Why are businesses starting to re-shore? Find a recent newspaper article about re-shoring. What reasons were given for the decision?

22. Human Resource Planning – CUEGIS? CONCEPTRELEVANCE TO HUMAN RESOURCE PLANNING THEORY CHANGE CULTURE ETHICS GLOBALISATION INNOVATION STRATEGY