AboutLeo Lingham Expertise human resource management, human resource planning, strategic planning in resource, management development, training, business coaching, management training, coaching, counseling, recruitment,
selection, performance management.
Experience 18 years of managerial working exercise which covers business planning , strategic planning, marketing, sales management,
management service, organization development
PLUS
24 years of management consulting which includes business planning, corporate planning, strategic planning, business development, product management, human resource management/ development,training,
business coaching, etc
Question QUESTION: SIR, Iam doing project on HR Planning,and what questionnaries should iask to employees in milk dairy.
ANSWER: SREELAKSHMI,
I UNDERSTAND AND APPRECIATE THE PROJECT IN HR PLANNING.
COULD YOU PLEASE CLARIFY
-PURPOSE
-OBJECTIVE
OF THIS PROJECT.
THEN IT WOULD BE EASY TO DESIGN THE QUESTIONS.
REGARDS
LEO LINGHAM
---------- FOLLOW-UP ----------
QUESTION: sir,you only prepare objectives, questionnaries,defnition limitations ,purpose and need for the study of hr planning,please send answer to my question with in the evening,because i have to submit tommorrow.
Answer SREELAKSHMI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===================================
OBJECTIVE
-to determine the understanding / the need for HR PLANNING
within the organization.
PURPOSE
-to create awareness of HR PLANNING.
-to seek staff/ managers opinion on the need for HR PLANNING.
Human Resources Planning/ Development Questionnaire
The process of identifying and providing ways to fulfill the human resource needs.
1.Is there one position accountable for reviewing the organization’s human resources requirements?
2.How is this review carried out?
Formally/informally? (please describe)
3.How often is this analysis updated (e.g., yearly, every two years, three years or more)?
4.Do your projected needs include the following considerations?
-Availability of outside workforce demographics (age, sex, minority classification, education, skills level, occupations, etc.)
-Anticipated changed in your organizations technology, processes, products/services and markets.
-Personnel needs these changes will require (e.g. new skills, education, knowledge and abilities).
5.Which sources outside the organization provide these demographics?
6.What sources within the organization provided this information?
7.To whom are these projections communicated?
How often?
How far into the future?
8.Is there one position accountable for reviewing and assessing the HR department’s skills, education, interests and needs?
9.How is this assessment carried out (formally or informally)? (Please describe.)
10.How often is this assessment updated (e.g. yearly, every two years, three or more years)?
11.To whom are this assessment and any projections communicated?
How often?
How far into the future?
12.Are this assessment and projections used for training and development?
13.Are this assessment and projections (workforce requirements) used for career planning (matching organizational and individual skills, abilities and needs)?
14.Is there a formal career planning process in place?
15.Is there a career counseling system to identify individual skills, interests and needs, and which offers inplacement and/or developmental assistance?
16.Are high-potential employees identified for key positions?
If yes, is there a succession plan to target high potential employees?
17.Are human resource projections (i.e., numbers, job classifications, skills, knowledge, ability and education levels) identified in the recruitment plan?
How far into the future?
18.If the human resources plan calls for restructuring or downsizing, are there strategies set to deal with displaced employees?
Is outplacement assistance offered?
Are there strategies to support remaining employees?
19.Are the human resources projections a part of the organization’s budgeting process?
20.Does the organization have plans for ensuring its development and human resource needs are met?
21.On a scale of one to seven (seven being high and four being adequate), how do you think the staff rates the human resources planning/development process?
Explanation of Human Resources Planning/ Development Questionnaire
Affirmative answers to all the questions in this section means the organization’s development and human resource needs are being met. The emphasis is on connecting development and workforce need projections with internal and external workforce skills.
Questions one through seven deal with influences on the planning process) changing workforce, markets and customers, products, services, technology/skills base and identification of external supply).
Questions eight through 17 deal with internal assessment and availability of these same considerations: organizational development activities in management development, training, career and succession planning to satisfy workforce demands within the organizations. If the internal labor supply is greater than the need, then the tougher issues of resource reallocation have to be addressed (questions 18 and 19).
Human resources planning is particularly important for emerging, rapid-growth and high tech USER businesses.
Mature businesses in need of new products, services, markets, acquisitions or divestitures must also plan to identify, attract or reallocate the talent necessary for revitalization and continued competition.
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