策略性人力资源管理

1、Chapter 2Human Resource PlanningnWhy plan?qA road map lead you to your goal.nWhere are we now?nWhere we wanna go?nWhen we need to be there?nHow to get there?nHow do we know when we are there?nOperationsqEquipmentsqMenu itemsqDcorqFacilities nBehaviorqJob contentqSkill levelqPerformance standardqPay

2、levelnStrategic Human Resources Management策略性人力資源管理n特質qSHRM 視人力資源是公司總體發展策略之一qSHRM 會充分反映出公司內外部環境變化qSHRM 重視人力的長期規劃 (3-5 years)Operational Goals & HR PlansCorporate StrategyFinancial StrategyMarketing StrategyHR StrategyProduction StrategyStaffing TrainingMaintenanceMotivationInternal ChallengesExterna

3、l ChallengesOrganizationalStrategiesOrganizationalCharacteristicsOrganizationalCapabilitiesEnvironmentHR StrategiesConsistencyConsistencyConsistencyConsistencyImprovedFirmPerformanceEffective HR StrategyMission vs. Action Plann公司經營願景(Mission; Vision)決定人力資源方向及計畫n願景要項q清楚說明公司所欲達成的目標q量化並可測量q有一定期限q逐一列出並與

4、有公開管道與員工溝通From Mission to Action plannARAMARK ExampleMission statement: A company where the best people want to workHR plan: To create a work place which attracts the best peopleHR practices: nIdentify job characteristicsnIdentify and select people who fits the jobnUnderstand employees needsnCreate

5、a work place where meets the best peoples needs. Starbucks 經營願景n五年內發展100家連鎖店，成為全台最大咖啡連鎖店n全面提升台灣精緻咖啡文化n提供最高品質的咖啡給顧客n達成100%顧客滿意n創造一個快樂的工作環境給員工What will be Starbucks HR action plan?HR ForecastingHR Forecasting 人力預測n預測 (forecasting)q量化資料: historical data, projected growth, q質化資料: 觀察，報章雜誌報導，經驗，個人直覺判斷n人力需

6、求預測通常利用歷史資料(historical data)來進行預測 33%職稱離職率現職人數預計離職人數 by 2005預計2004年底在職人數預估2005人力需求所需招募人數Waitpersons50%4824246440Hostesses38%62484Bus persons60%12751611cashiers30%62484Dishwashers40%1257169cooks55%201192718Production20%16313218Total 120546616094人力供需預測ExercisenChichi restaurant 2005員工人數需求預測n預計25%成長率Jo

7、b Category# of employees% of totalworkforce2005Employee # Head waiter1618%Waiter3560%Chef712%Total58100%職稱離職率現職人數預計離職人數 by 2005預計2004年底在職人數預估2005人力需求所需招募人數Head waiter20%10Waiter 48%30Chef 35%18Total3058人力供需預測考慮因素n市場競爭 (product & man power)n顧客及勞工市場結構改變n大環境經濟因素n政府相關政策或規定n科技演進n趨勢分析n社會及文化背景改變n消費者對產品及服務需求改變n財務資源n員工離職率n公司經營文化n失業率n當 labor supply labor demand (人浮於事)q解雇q減薪q減時數q提早退休HRIS-Human Resource Informat