Strategic Workforce Management, Strategic Staffing, MBA HR | Balvir Singh Chahal | Skillshare

Playback Speed

  • 0.5x
  • 1x (Normal)
  • 1.25x
  • 1.5x
  • 2x

Strategic Workforce Management, Strategic Staffing, MBA HR

teacher avatar Balvir Singh Chahal

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

    • 1.



    • 2.

      Talent, Strategy, Competitive Advantage, Strategic Staffing


    • 3.

      Business Strategy, Talent Philosophy, Applicants & Employees Assets or Investors


    • 4.

      Workforce Planning Process, Forecasting and Tools, Internal & External Recruiting, Spillover Effect


    • 5.

      Orientation & Socialization, Turnover, Downsizing, Balance Scorecard, AI in HR


  • --
  • Beginner level
  • Intermediate level
  • Advanced level
  • All levels

Community Generated

The level is determined by a majority opinion of students who have reviewed this class. The teacher's recommendation is shown until at least 5 student responses are collected.





About This Class

This class is designed to assist human resource professionals in meeting the growing demand for strategic workforce management. You'll learn how to plan for and anticipate changing resource demands in your organization. You'll gain a better understanding of strategic workforce management and how to conduct a gap analysis to determine which areas require effective resourcing.

So, presenting you with some thrilling topics like Strategic staffing, Business strategy, employees as assets and investors, forecasting tools and recruiting sources, Turnover, and downsizing, and AI in HR.

The HR world is like a deep sea. Let’s take you and dive together into a small part of it.

Meet Your Teacher

Level: All Levels

Class Ratings

Expectations Met?
  • 0%
  • Yes
  • 0%
  • Somewhat
  • 0%
  • Not really
  • 0%

Why Join Skillshare?

Take award-winning Skillshare Original Classes

Each class has short lessons, hands-on projects

Your membership supports Skillshare teachers

Learn From Anywhere

Take classes on the go with the Skillshare app. Stream or download to watch on the plane, the subway, or wherever you learn best.


1. Introduction: Our goals can only be reached through the vehicle of a plan. There is no other route to success. This was told by Pablo Picasso. Hello friends. This is Shannon, our friendly budding HIV. That this class is to assist all human resource professionals in meeting the strategic workforce management and know it's growing demand, will learn how to join, how to plan, and how to anticipate changing resource demands in your organization. You will gain a better understanding of strategic workforce management and how to conduct a gap analysis to determine which areas require effective resourcing. So presenting you with some interesting and Trilling topics. First, the strategy stuffing. Second, business strategy. Then we are coming to employ as assets are investors. Then we are coming to forecasting tools and recruiting, the types of recruiting, internal and external recruiting and, and the most important turnover and downsizing with the AI in HR. So guys, the HR world is like a deep sea. So let's dive together and join this course with a very interesting friend and the very interesting topics. Let's dive together and enjoy this course. Thank you. 2. Talent, Strategy, Competitive Advantage, Strategic Staffing: Hello friends. So the topics I'm going to discuss now is talent, strategy, competitive advantage, and strategic stuffing. So first, what is talent? It is a Greek word, origin, which is named as talent and which is an unseen Greece and is used as a unit of money. One talent equals 26 cases of silver or 6 thousand Drake gamma. Talent is a skill that someone must do something very well. That pupil usually like coming to talent management. Talent management is Attracting, Developing, retaining and utilizing you build with required skills and aptitudes to meet current and future needs. Then coming to strategy. What is strategy? Strategy is returning to the identification of long-term or overall aims and interest and the means of achieving them then come into competitive advantage. What do we mean by competitive advantage? Competitive advantage is something a company can do differently from its rival that allows it to perform better, survive, and succeed in its industry. So the main important thing of competitive advantage. A few examples we get in real life is for compete at competitive advantage. In the field of technology is Google or Facebook. For innovative products is 3M Company for low cost products is Honda or eLance, and the four excellent customer service or Starbucks, then employees create sustained competitive advantage in an organisation. What is stuffing? Now coming to the word stuffing. Stuffing is an integrated process. Stuffing is an integrated process begins with understanding a company's business strategy and continues through the stages of planning, sourcing, recruiting, selecting, negotiating, socializing, carrier planning, retaining, and transition workforce. Coming. Why is stuffing important? Stuffing outcomes determined who will work for and represent the firm and what its employees will be willing and be able to do. Stuffing therefore influences the success of future training performance management compensation program, as well as organization's ability to execute its business strategy. What is strategy stuffing? The process of an organisation in future oriented and goal directed ways to support the organization's business strategy and enhance organizational level augment. This involves mainly pupil into, through and out of the organization. The focus of staff, strategic staffing is integration of stuffing practices with business strategy and other areas of human resource management to enhance organizational preferences. Coming to components of strategic stuffing. Components of strategic staffing are first, the component of strategic stuffing is workforce planning. Workforce planning strategically evaluate the company's current line of business, new business it will be getting into business, it will be leaving and the gaps between the current skills in the organization skills, it will need to execute its business strategy. Then coming to sourcing talent, talent, the second component of strategic stuffing, sourcing talent is locating qualified individuals and labor markets for which from which we will recruit. Then coming to a third component of strategic staffing that is recruiting, talent, making decisions and engaging in practices that affect either the number or type of individuals which will be willing to apply and accept job offers. Then come into the fourth component of strategic staffing, that is selecting talent, accessing job candidates, and deciding who to hire. Then come into acquiring talent, which is the fifth component of strategic stuffing, putting together job offers. And Apple two chosen candidate and persuading job offer recipients to accept those job offers. Deploying talent is assigning pupil to appropriate jobs and roles in the organized into base to make the best utilize of their talents. Deploying talent to the sixth component of strategic staffing. Now coming to the last and the seven components of strategy, strategy stuffing, that is retaining talent, keeping successful employees engaged and committed to the firm. So these are the seven components of strategy stuffing. That's all from my side. Thank you friends and have a great day, have a great lifestyle and happy, stay healthy. 3. Business Strategy, Talent Philosophy, Applicants & Employees Assets or Investors: Hello friends. So my next stop is or is on business strategy, talent philosophy, applicants and employees as assets are investors. So the first on quoting Mr. inner Narain Muti, chairman, executive enforces our assets, walk out of that door each evening. We must make sure that they come back in the next morning. So why does one company succeed and another film? Most people believe a company must focus on strategic, financial, and technological capabilities to complete successfully. Yes, these capabilities are important, but by attracting, retaining, motivating, and developing talented employees is also important and that's where the stuffing comes in role. Business strategy. What is business strategy? Business strategy is, and how a company will compete in its marketplace. To have a competitive advantage, a company must be able to give customers superior value for the money. We have three types of business strategy in our industry. The first business strategies, cost leadership strategy. Cost leadership strategy means to be the lowest cost producer for a particular level of product quality. We have examples like Walmart, demarc, FedEx air. They can the competitive advantage based on operational excellence, maximizing the efficiency of the manufacturing of our product and development to minimize cost. The main, the main employees we need is like adaptable, trainable employees that can follow a standard procedure. This can only be achieved with trainable and flexible employees who avoid waste and lower production cost. Then next we come to differentiation strategy. Defensive strategy means developing our product or service that has unique characteristics which is valued by the customer and for which the firm can charge a premium price. For example, we come to Rolex, rolex, Lexus and Johnson and Johnson, Nike and 3M and also the most important apple. We then this competitive advantage, we mainly focus on product innovation. We look for creative, high tolerance for ambiguity and entrepreneurial mindset employees. Next week come to specialization strategy. Specializes in strategy focused on narrow market segment or niche, and pursue either a differentiation or cost leadership strategy with market segments. For example, Starbucks lens caught, Cisco and Harley-Davidson. Competitive advantage is based on customer intimacy. We deliver unique and customizable products or services, meet their customer, and increase customer loyalty. We aim for team players and with good people skills. Then we come to what is talent? Philosophic, a system of beliefs about how employees should be treated? Is talent philosophic? Then we come to applicants and employees as either assets or investor. If applicants and employees that heart of assets, the stuffing focus is on managing cost and controlling the assets. The acquiring more employs cheaply and quickly good for low-cost strategy. If, by contrast, if applicants and employees are thought of as investors rather than assets, expenses, we focus, the main focus we do is on establishing a mutual beneficial relationship which the company invest in its resources, provide written on personal investment in the company. Thank you. That's all from my side. I hope you're doing great. Stay happy, stay healthy. 4. Workforce Planning Process, Forecasting and Tools, Internal & External Recruiting, Spillover Effect: Hello friends. So again, coming with some few interesting topics like workforce planning, process forecasting and tools, internal and external recruiting and spillover effect. What is workforce planning process? Identifying the business strategy. First step, identifying the business strategy step to articulate the firm's Tallinn philosophia and strategic staffing decisions. The next step is step three. That is conduct our workforce analysis for costs, labor demand, and supply. Next is coming to the state for that is develop and implement action plans. Develop action plans to address any gaps between labor demand and labor supply forecast. The action plans should be consistent with the firm's talent philosophy and include recruiting, retention, compensation, succession planning, and training and development. Action plans can be short-term or long-term. Depending on the firm's needs and predictability of the environment. Monitor and evaluate and revise the forecast action plans is our step five. Now we come into forecasting tools. Forecasting tools. There are, these mainly are the ways to forecast labor demand, which is the most common forecasting tools or ratio analysis, scatter plots and trend analysis, and ratio analysis. We relatively assume a fixed ratio between the number of employees and the 13 business matrices using historical patterns, which helps to establish a reasonable range for these ratios. This process can be used either by justifying new positions, are demonstrating the need of layoffs. Now we come into scatter plot. Scatter plot is a graphical and two different variables which says revenue and sales person staffing levels are related. They are used to determine what staffing levels should be changed as a factor change. Then you are coming to trend analysis using plastic past employment to predict future needs. For example, if a company has a growth of 5% annually for the last eight years, we might assume that it will experience a growth of five per cent annually in the next few years. Amy, employment trends that are likely to continue will be useful in forecasting labor demand. They work. Next, we're coming to internal recruiting sources. The first internal recruiting sources is succession management, which evaluates double lobe and prepare employees to assume other roles in the future next week come to Italian. Inventor is talent inventories is the card of employees, past performance, education, experience, etc. The subparts of talent inventories are employed, development, employee referrals and internal job posting system. Then we're coming to some external recruiting sources. Those are employed differences in house recruiters, newspapers and retained club britain media of fears in schools and colleges like the placement departments in observation, in networking, Watkins, creative sourcing and etc. Now, what is spillover effect? Spillover effect is an indirect or unintended consequences of an action. If candidates are forced to wait for a long time, for a pretty she do interviews or they found that the interest rate is unprepared and distracted. They do not feel a warm welcome in the company. The employees or the applicants must think twice before joining the company. This is spillover effect. Thank you guys and hope you're doing great. Stay happy, stay healthy, and others, Gibbs Manning. Thank you. 5. Orientation & Socialization, Turnover, Downsizing, Balance Scorecard, AI in HR: Hello friends, I'm back with some moose Trilling topics like orientation and socialization, turnover, downsizing, balanced scorecard, and the artificial intelligence is used in HR. First, what is orientation and socialization? Orientation and onboarding process of completing new hires, employment related paperwork and families facing them with their coworkers, workspaces, work environment, it work environments, and the Pauli company's policies and benefits different from training, providing employees with knowledge skills to do so. What is shows realization? So socialization is a long-term process of plan on unplanned, maybe informal or formal, which includes activities and experiences to which an individual, of course, the attitudes, behaviors, and knowledge to successfully and participate as an organizational member. The main goal of socialization is to get as output, perfect output from the employees and make this speed of their jobs more and more, which they families them with the organization's culture are the norms. Next, we're coming to turnover. What is turnover? We have various types of turnover in the industry. The first turnover we know as the voluntary turnover in which the employee chooses to live due to personal or professional reasons. Nature coming to involuntary turnover. In involuntary turnover, which NSAIDS, separation due to employees poor performance, misconduct, or reorganization of the form. Next two are coming to functional turnover is the departure of a poor performer, dysfunctional turnover, departure of effective performer. The company would have liked to retain avoidable turnover. The turnover that the employer could have prevented unavoidable turnover is turnover that employee could not have prevented. Now, coming to golden handcuffs, what is golden handcuffs? We give us certain financial incentives to perform or to employ who are doing well in the company. And they want to leave its incentive, which help them to, which help the company to keep the employees, to retain the employees in the form and continue with the war so that they can give a productive output. Then we're coming to downsizing. What is downsizing? Our money deduction of employees intended to improve efficiency or effectiveness of the form, usually done in response to merger or acquisition revenue or market share loss. Technological industrial change, new organizational structures and inaccurate labor demand forecasting. So in private sector employees, we often downsides to reduce cost to maximize shareholder returns and remain competitive in an increasingly global economy. Public sector downsizing are driven by budget reductions and technological improvements that allow workers to do the same amount of work. Now we're coming to survivor syndrome. What is survivor syndrome? Survivor's syndrome refers to the emotional effects of downsizing and surviving employees during or after a downsizing. These effects includes fear, anger, frustration, anxiety, and mistrust, which can increase hitting the organizational survival. Survivors often preoccupied with whether additional layoffs will occur and feel guilty about retaining their jobs while separated coworkers are struggling. It can lead to a variety of adverse effects, which includes high turnover, low commitment to work and live AT less flexibility, high absenteeism. Although some studies suggest that the guilty feeling that employs get in the time of downsizing is also known as survivor's guilt. Now we're coming, coming to what is balanced scorecard and how these balanced scorecard is used. The balanced scorecard is a managed is used in management for improving performance. We have certain parts of Balanced Scorecard like learning and growth, financial customer internal processes. It's a way of looking at your organization that focuses on your big picture strategic goals, learning and growth. The learning and growth perspective looks at your overall corporate culture. The next is the internal processes. The internal process which helps in how smoothly the war goes on or the business is running. The next coming to customer. The customer. The customer process focuses on the pupils demand to buy a product or service. The last and the final is a financial which helps the company to ignore traditional financial measures. Now coming to the AI's Artificial Intelligence used in HR field, the first artificial intelligence which we found is resuming screening software. The screen resume is for certain words or phrases that recruiters don't have to look at every resume. And that means on a bundle of resume and they help to find the perfect resume with the perfect world which matches the job role that needs coming to the applicant tracking tracking system or ATS Applicant Tracking System, which allows you to maintain a database of both applicants and the job information to fascinate and find matches between openings and applicants. They reduce mainly cost and speed up the hiring process and improve the company's ability to find pupil who fit it's successful file. Next we come to company website. Carrier site can also contain information about the corporate culture and mission. In this thing, the employees of the applicants self decide that they are fit for the company or not. If they feel like after checking the company upside that this job is not suitable for them. For them, they themselves screen out from the process. The last and final is the human resource information system. That is the age IS, which is the system of software, computer hardware, software and supporting computer hardware specifically to design, store, and process all HR information. Hrs includes reporting capabilities and some systems can track applicants before they become immobilized. Thank you. From my side, I hope you're doing great. Stay happy, smiling, keep smiling and always remember, always be knowledgeable and all the rest five future. Thank you.