Transcripts
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.
Balvir Singh Chahal
