Strategic planning involves a set of procedures for making decisions about the organization's long term goals and

strategies. It focuses on how the organization will position itself relative to competitors in order to achieve long term survival and growth.

It combines strategic planning and HR planning. It can be thought of as the pattern of human resource activities that enable an organization to achieve its strategic goals.

HR managers must be concerned with meshing human resources planning and strategic planning for the organisation as a whole. It provides a set of inputs into the strategic formulation process in terms of whether the types and numbers of people are available to pursue a given strategy.

 Process

to show how the two aspects of planning can be integrated. Step 1: Mission, vision and values Step 2: Environmental Analysis Step 3: Internal Analysis Step 4: Formulating Strategy Step 5: Strategy Implementation Step 6: Evaluation and Assessment

It refers to the movement of employees out of an organisation. If poor employees leave, it is referred to as functional turnover, which can prove to be beneficial to the organisation. The cost of keeping unproductive workers may be far more than the costs to recruit and train a new, more effective performer.

Replacing an employees is time consuming and expensive. Costs can generally be broken down into 3 categories: 1. Separation costs 2. Replacement Costs 3. Training cost for new employee Reducing turnover will result in savings to an organisation.

How frequently employee are absent from their work is called absenteeism rate and it is directly related to HR planning and recruitment. A certain amount of absenteeism is unavoidable. Because of sickness, accidents, serious family problems etc. Chronic absenteeism may signal deeper problems in the work environment.

It is the process of obtaining information about jobs by determining the duties, tasks, responsibilities to those jobs. Job analysis is done by gathering job information which can be obtained in several ways: 1. Interviews- Job analyst may question individual employees an managers about the job under review. 2. Questionnaires- These questionnaires will be used to obtain data in the areas of job duties and task performed, purpose of job, physical settings, requirements of performing a job, special health and safety concerns.

3. Observation- Job analyst may learn about the jobs by observing and recording on a standardized form the activities of job holders. 4. Critical Incidents- Jobholders are asked to describe incidents concerning the job on the basis of their past experience. This method is time consuming. The analyst requires a high degree of skill to analyse the content of descriptions given by workers.

It is the process of deciding on the contents of a job in terms of its duties and responsibilities. It is concerned with structuring jobs in order to improve organizational efficiency and employee job satisfaction. It is concerned with changing, modifying and enriching jobs in order to capture the talents of employee while improving organizational performance.

Job design is a combination of 4 basic considerations: 1. The organizational objectives for which job was created to fulfil 2. Ways to make job technologically efficient 3. Workers physical and mental capabilities 4. Behavioral concerns that influence an employees job satisfaction.

2 job design methods have been popular with researchers as ways to increase the job satisfaction of employees. 1. Job enrichment- Any effort that makes rewarding or satisfying by adding more meaningful tasks to an employees job is called job enrichment. It is touted as fulfilling the high motivational needs of employees such as self fulfillment, self esteem.

Managers can use these 5 factors to enrich the jobs of employee: Increasing the level of difficulty and responsibility Allowing employees to retain more authority and control over work outcomes. Providing individual job performance reports directly to employees Adding new tasks to the job that require training and growth Assigning individual specific tasks, thus enabling them to become experts.

2. Job characteristics- This model proposes that three psychological states of a jobholder result in improved work performance, internal motivation, lower absenteeism and turnover. A motivated, satisfied and productive employee will: Experiences meaningfulness of the work performed Experiences responsibility for work outcomes Has knowledge of the results of the work performed.

It attempts to accommodate the human capabilities and limitations of those who are to perform a job. It is concerned with adapting the entire job system- the work, work environment, machine and equipments. It attempts to fit the job to the person rather than the person to the job. It also attempts to minimize the harmful effects of carelessness, negligence that may cause product defects, damage to equipment, or injury to employee. It improves productivity and morale and yields positive return on investment.

Flexible work schedules may be assigned by the organisation or requested by individual employees. It involves flexi timings, job sharing and telecommuting.