The document discusses people planning approaches to support an organization's strategy. It outlines general information on people planning, including aims like systematic HR development. It then describes quantitative HR demand planning approaches like using estimations from executives or extrapolating trends. Selection of personnel is also covered, noting methods like analyzing applications, interviews, tests, and assessment centers. Finally, employer branding as a people planning approach is presented, highlighting the goals of creating an attractive employer image and differentiation from competitors.
1. 3 PEOPLE
3a People plans support the organisation‘s strategy
18.10.2010 Tina Grotz
2. OUTLINE
1. General Information
a) Explanation
b) Aims
c) International Relevance
2. Approaches
a) Planning the quantitative HR demand
b) HR Marketing
c) Selection of personnel
3. RADAR – Employer Branding
4. Sources 2
3. 1. GENERAL INFORMATION
A) EXPLANATION
Managing, developing and releasing the knowledge and
full potential of people
Plan activties to support policy and strategy
Effective operation
3
4. 1. GENERAL INFORMATION
B) AIMS
1. Systematic, transparent and sustainable HR development
(1)
2. Systematic development of team structures (1, 2)
3. Duty of care for (fellow) employees (1)
4. Use and benefit from skills and knowledges of employees
Short, medium and long-term HR planning (4)
4
5. Cultural differences
Intercultural communication
Different education
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1. GENERAL INFORMATION
C) INTERNATIONAL RELEVANCE
6. 2. APPROACHES
A) PLANNING THE QUANTITATIVE HR DEMAND
1. Estimation procedure
Ask executive professionals for estimation
Review: check additional demand + approval procedure
easy to apply, universally usable, popular
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7. 2. Planning based on working hours
Calculation based on the time requirement for fulfilling a
certain quantity of work and the time available per
employee
Example:
writing a letter = 6 minutes (0.1 working hours)
2,400 letters per month
Monthly working hours per employee = 160 hours
Total working hours = 0,1 * 2,400 = 240
http://www.wirtschaftswissen.info/bwl/personalwesen/personalbedarfsplanung/methoden-zur-ermittlung-des-quantitativen-personalbedarfs.php
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2. APPROACHES
A) PLANNING THE QUANTITATIVE HR DEMAND
240
160
1.5
8. 3. Extrapolating the trend line
Numbers of a longer time in the past (tendencies of
development) are applied to future
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2. APPROACHES
A) PLANNING THE QUANTITATIVE HR DEMAND
Only suitable in case of constant production and sales trend
9. 1. External:
Advertisements about image
Brochures, views of the company, presentations,
exhibitions, traineeships
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2. APPROACHES
B) HR MARKETING
10. 1. External:
„Employer Branding“:
“An employer brand […] communicates the company's
culture and values and helps to ensure employees are
passionate about, and fit in with, the organisational
culture to help move the company forward.”
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2. APPROACHES
B) HR MARKETING
http://www.unigrad.com.au/resource-centre/employer-branding.aspx
11. 11
2. APPROACHES
B) HR MARKETING
2. Internal:
Motivation
Material incentives
Immaterial incentives
Further trainings, career opportunities
12. 1. Requirement/competence profile
Professional, methodological, social competence and
personal skills
Implementation:
Development of competence profile
Measurement of applicants` competencies
If necessary development of competencies in the
introduction phase
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2. APPROACHES
C) SELECTION OF PERSONNEL
13. 2. Analysis of application documents
ABC analysis
Check of content and appearance
Complete CV
References
Work samples
A-candidates B-candidates C-candidates
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2. APPROACHES
C) SELECTION OF PERSONNEL
14. 3. Job interview
Flexible, universally usable, affordable
Unstructured: depends on situation
structured: guideline with questions and their wording
Most often: partly structured = guideline with main aspects,
individual development
For applicant: information, conditions, workplace, get to
know employer, negotiating contract conditions
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2. APPROACHES
C) SELECTION OF PERSONNEL
16. 5. Assessment Center
Observation and assessment of concrete social behaviour
Realistic and job specific tasks
Advantages:
Variety of methods
realistic
multi-observation
direct comparison
between all participants
Disadvantages:
Expensive
Time-comsuming
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2. APPROACHES
C) SELECTION OF PERSONNEL
17. 3. RADAR
EMPLOYER BRANDING
1. Results
Image to be an attractive employer
Clear differentiation from competitors
Brand promise with functional and emotional advantages
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18. 2. Approaches
Partnerships with schools and universities
Scholarships
Sponsorships of competitions
Open days, visible production
Professional representation
Target-group-specific communication 18
3. RADAR
EMPLOYER BRANDING
19. 3. Deployment / Project Plan
Plan budget
Contact Marketing Department for support
Define target groups
Choose appropriate employees
Select first partners in one region, if success expansion
Partnership conditions, contracts etc.
Design information material
Public: homepage, brochures… visit schools,
universities
Observation/ Assessment
Continuation/Improvement
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3. RADAR
EMPLOYER BRANDING
20. 20
3. RADAR
EMPLOYER BRANDING
3. Deployment 4. Assessment & Review
+ -
Taster internships Winning encouraged
young workers,
numbers of applicants
time-comsuming
Information events at
schools twice a year
Presentation in a
large region, name
recognition
hard to decide on
which
schools/universities to
choose
Adequate
communication,
training for employees
Delivering right
messages
Definition of adequate,
training = expensive,
time-consuming
21. 3. Deployment 4. Assessment & Review
+ -
Organisation of and
participation in regional
cultural events
Targeting regional
potential customers,
regional loyality
Expensive, maybe not
reaching customers
with contents
Clearly structured and
multilingual homepage,
brochures...
Easy to read and to
remember,
intercultural
Updating process
Corporate culture
professional
presentation in public
Image, customer
satisfaction surveys
Exhibitions,
information events =
expensive, employees
required
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3. RADAR
EMPLOYER BRANDING
22. 4. SOURCES
Meinulf Kolb „Personalmanagement“, Gabler Verlag, 1.
Auflage 2008
Google books: Florian Schuhmacher, Roland Geschwill
„Human Resources Management für die
Unternehmensführung“
http://bbs-reko.mmbbs.de
http://www.unigrad.com.au/resource-centre/employer-
branding.aspx
http://www.wirtschaftswissen.info/bwl/personalwesen/per
sonalbedarfsplanung/methoden-zur-ermittlung-des-
quantitativen-personalbedarfs.php
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