workforce planning “a look into the murky future to avoid talent surpluses or shortages”
TRANSCRIPT
Workforce Planning“A look into the murky future to
avoid talent surpluses or shortages”
Sources Learning unit 4 in module guide
Employment equity ~ Pages 162 ~ 168
Workforce planning ~ Pages 214 ~ 223
Recruitment ~ Pages 223 ~ 232
Workforce planningBy the end of the session you will; Understand how workforce planning forms part of
strategic planning
Understand the internal & external factors that impact workforce planning
Be able to “carry out” the steps in workforce planning
*Workforce PlanningPlanning to ensure the optimum number & mix of people
with the required;
knowledge, skills, attitude & abilities
To enable the Company to reach its long term strategic goals.
The process is guided by the strategic plan
Exercise ~ Senzo and sons Read the case and deliver your decisions to
the board of Directors.
Office politics tip 1
Never outshine your master!
External factors influencing workforce planning
Political
Economic
SocialTechnology
Competition
Laws
Education & skills
Workforce planning
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1X 8 Hrs•10 People•1000 Products
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2X 8 Hrs•18 People•1800 Products
Options : Overtime = less people, 9X9 + maintenanceWhat about absenteeism? Leave? maintenance
*Steps in workforce planning
1. Forecasting labour demand
2. Forecasting labour supply
STRATEGIC PLAN
4. Control & evaluation
3. Implementing the plan
1. Forecasting labour demand
Predicting the number and type of people required into the future: Based on strategic plan and objectives of the business An objective look at how many people you need and how
many you are likely to loose
Could utilize; Quantitative Qualitative
2. Estimating labour supply
The process of looking at the available labour pool of required skills.
Estimation/ assessment of current employees (Internal pool) Internal skills inventory, succession planning information
Estimation of wider pool of labour (External pool) Skills audits, Department of labour, Universities
3. Implementing the plan
Labour demand exceeds supply (Not enough people) Training & development Succession planning & promotion Outsourcing of work Overtime
Supply exceeds demand (Too many people) Retrenchments, layoffs, early retirements Short time, transfers Work sharing
Labour demand & supply in balance (In balance) Replace terminations ~internally or externally
4. Control & evaluation
Ensuring that the plan runs smoothly and that we learn from our experiences Actual staffing vs plan Actual productivity vs plan Actual costs vs budgetted spend Actual time vs plan
Employment equity
At the end of the session;
1. Explain EE and link it to affirmative action
2. Discuss the requirements of the act
Employment Equity
Opinions in the workplace: Affirmative action is:
“Fairly correcting evils of the past” ~ “Reverse apartheid”
“Building a healthy economy” ~ “Messing our Economy”
“Equal opportunity for ALL” ~ “ Discrimination”
*Purpose of the Employment Equity Act
Achieving equity in the workplace by:
Elimination of unfair discrimination
Taking affirmative action, ensuing equitable representation in all occupational categories and levels
TO PROMOTE ECONOMIC GROWTH!!!!
Requirements of the act
1. Consult with all employees
2. Conduct an analysis
3. Prepare an employment equity plan
4. Implement the plan
5. Report on progress made
Recruitment““The art of attracting the right person The art of attracting the right person
for the right job at the best price”for the right job at the best price”
RecruitmentBy the end of the session;1. Understand what may be included in a
recruitment policy2. Discuss factors that impact recruitment3. Be able to decide between internal or
external recruitment 4. Discuss current & future recruitment
methods
Thoughts on the SA recruitment environment Organizations are faced with global competition ~
markets and skills Many skilled South Africans are being lured by 1st world
countries with strong currencies SA has a large pool of unemployed, unskilled people Our education system is delivering “educated dunces’ We are suffering huge skills shortages in certain critical
skills. Artisans, Engineers, Accountants, Managers etc. Universities are skewed toward Humanities World economy in recovering from a recession Comparatively high wage rates vs output Recruitment industry extremely expensive
Strong Unions are “out pricing” labour Legislation determines who we employ, forcing experienced
skilled employees to seek employment elsewhere in the world
Union involvement in recruiting = additional cost with “little” value add
Nepotism is rife Capital intensive (capitalism) vs Labour intensive
(Socialism)? Temporary employment services vs Permanent placement Large amount of educated African refugees willing to work for
very low wages South Africans are not prepared to work for poor wages
SA’s Recruitment environment (continued)
Recruitment ~ Definition“The process of attracting sufficient candidates holding the
abilities and aptitude to fill the needs of the vacant position”
“the process of acquiring applicants who are available and qualified to fill positions in the organization”
“obtaining the number and type of people the organization needs”
“an act of enlisting or drafting new members”
Factors influencing recruitment
Legal regulations
Trade union involvement
Availability of skills
Recruitment policy
Image of the organization
*Recruitment policy
Company’s decision is to attract suitable candidates, the policy may include:
Sourced internally or externally Whether relatives would be considered Affirmative action intentions What methods of recruitment Short term contracts vs permanent employment
*Recruitment sources
INTERNAL Internal adverts Referrals Promotions Succession planning Former employees
EXTERNAL Adverts R&S Agencies Campus recruiting Customers/Suppliers Internet Labour brokers
*Recruitment trends
Temporary workers Labour broking services (Leasing) Flexi-time Job sharing Compressed working weeks Home work (Telecommuting)
Next week
Selection
&
Compensation Management
Workforce planning
Assigning work to the right people
Planning and spreading the work evenly amongst employees
Process of determining how many people the company will need in the future
Planning to ensure the right people are hired
Recruitment
The process of hiring people
The process of selecting the right person for the right job
The process of employing the best person
The process of attracting qualified candidates
Employment equity
The process of hiring previously disadvantaged people
The process of eliminating unfair discrimination & correcting the demographics of our company
Process of ensuring blacks, females, disabled and Chinese people are hired
The process required to get Government tenders