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Human Capital Management
Human Resource Planning & Acquisition
By the end of this couse, participants will:
1 Be able to align a company’s human resource planning with its strategic direction.
2 Be able to determine the labour demand of workers in various job categories.
3 Be able to explain the advantages and disadvantages of various ways of eliminating a labour surplus and avoiding a labour shortage.
Course Objectives
• The process through which organizational goals are translated into human resource goals, concerning staffing levels and allocation.
• Human resource planning involves forecasting human resource needs for an organization and planning the necessary steps to meet these needs.
• Every CAPITAL is an investment in which there is returns.
What is Human Capital Management?
“ In a knowledge economy, companies with the best talent win. And finding, nurturing, and developing that talent should be one of the most important tasks in a corporation. So why does human resources do such a bad job—and how can we fix it?”
Exercise:List all the things that you think the HR in
your company should be doing but isnt…
Why We Hate HR??
The HR Function
Yesterday Today Tomorrow
Stages of Changes
Stages of Changes
Strategic Opportunity
Ask the right question uncovers
the hidden part of the iceberg
“SHOULD” is “CAUSE”
SHOULD What is the desired state?
IS What is thecurrent state?
CAUSE What is theroot cause?
The G A P S Model
G Go For the SHOULD
A Analyze the IS
P Pin down the CAUSE
S Select the right SOLUTIONS
Gaining Credibility & Trust
Credibility & Trust
are gained the
old fashion way……
you earn them!
Gaining Credibility & Trust
CREDIBILITYThe confidence
others have in your ability
to deliver results
Gaining Credibility & Trust
TRUST The confidence
others have in your intergrity
and reliability
Gaining Access to Clients
If Senior Management sees me only whenthere is a problem,
that is how they will
THINK of me
The Need Hierarchy
Work environment &capability need
Business Needs
Performance Needs
Framework for the New HR
IDENTIFY & PARTNER TO SUPPORT STRATEGIC PROJECTS• reframe requests• identify opportunities• implement strategicprojects
INFLUENCE BIZ STRATEGIES & DIRECTION• formulate biz plans• integrate HR strategicplans
• implement people initiatives
BUILD CLIENT PARTNERSHIPCredibilityAct Trust
A C TMODE
L
Biz Knowledge
Industry Company
Successful strategic biz partner
think like a biz person
Kick-off: When the client says YES
SUN TZU 500 BC
Opportunities multiply asthey are
seized
The Five “WHYS” Concept
Why
Why
Why
• All problems have multiple levels
• Each solutions acts on a particular level
• Higher solution prevent reoccurrence
• Lower solution are partial
Asking “WHY” helps you shift perspective to find the most effective solutions
The Five “WHYS” Concept
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
Why
The Five “HOWS” Concept
How
How
How
• All actions are made up of one or more smaller action
• Each higher action success depends on the success of the smaller actions
• Asking HOW helps you shift perspective to check all component actions are successful
The Five “HOWS” Concept
How
How
How
How
How
How
How
How
How
How
How
How
How
How
How
Hiow
How
How
How
How
How
How
How
How
How
How
How
How
How
How
How
GAPS Map
GAPS
Biz Needs
Biz SHOULD
Biz IS
Factors Externalto Organization
Factors Internalto Organization
Factors Internalto Individual
Performance SHOULD
Performance IS
EnvironmentWork outsidethe Biz Needs
Need within the Biz Needs
Capability Needs
Performance Group
How to Identify Strategic Opportunity
Strategic Opportunity
GAPS
IndividualKnowledge
CompanyKnowledge
Trends
5 Level Helicopter Thinking
TASK
WHY ?
WHY ?
HOW ?
HOW ?
Immense output
Check skills
Select people
Get best people
Use tests
Human Resource Planning Process
Job Analysis
Company Strategy
What is impacting onwage & salary
program
• Performance Appraisal
• Company data bank
• Training• People management & decision
What staff do need to do in
job
What staff is available within our
organization
Is there amatch
If not what type of peopledo we need, & how should
we recruit them?
Competency Identification Model
Clarify organizationStrategy &
context
Competencyidentification
Generatecompetency
models
Validate, refine &
implement
• Analyze work role & process
• Gather data via Behavioural Event Interview
• Conduct bench marking survey
Transforming HR
1)Transactional
2)Tactical
3)Strategic
Factors Influencing People Requirement
Projected turnover(as a result ofresignation &
turnover
Quality & natureOf your employeesIn relation to what
You see as the changing need of
Yourorganization
The financialresources
available to yourorganization
Exercise:
Case Study
What is the jobs required for the business & why?
