Human Resource Forecasting Essay

PART 1 gentle RESOURCE FORECASTINGReference competent from compassionate Resource Forecasting Assignment, pp 108 110 in Nkomo, S. M., Fottler, M. D., McAfee, R. B. (2008) Human Resource Management Applications Cases, Exercises, Incidents, and Skill Builders, sixth EditionDue date Week 9 nurture OBJECTIVESPractice in forecasting an organisations people necessitate To familiarize you with some of the factors that incite an organisations future people needs To familiarise you with the complexities involved in making valet de chambre resource forecasts To point out that all human resource forecasting is based on assumptions and that these assumptions be critical to the accuracy of the forecastINSTRUCTIONSIt has been a busy course with staff turnover, impertinently employees and new equipment on order. Your CEO has requested a forecast of the human resource needs for North west Regional Hospital for the coming years.North West Regional Hospital (NWRH) is a use of goods and ser vices built, 180-bed inmate facility and the largest regional hospital in the state. NWRH also has 15 outr individually web points located throughout tropical, northern Australia, for distributively atomic number 53 of which employs approximately 17 individuals. In total, NWRH currently employs 700 people.Over the coming three years, NWRH is planning an expansion into additive regional argonas and expects to add 25 new outreach sites. Each outreach site varies in size according to the needs of the community, so the figuresrepresent averages.During the past month, NWRH has placed an order for 3 new dialysis machines to increase its renal concur services. These machines are scheduled to be in operation declination 31, one year from now in existing outreach sites only. NWRH has found that for each new machine purchased requires four (4) additional nurses, on average. In addition, 5 (5) new doctors are added in year 2. A breakdown of NWRHs current staffing is shown in fudge 1 .Your CEO has asked you to execute three human resource-forecasting tasks. First, based on the assumptions given below, you are mandatory to escort employee turnover for the yard bird facility office, the old outreach sites, and the new outreach sites. The CEO would like to know this information for each of the next three years and for each of the major personnel categories (i.e., Doctors, Nurses, and Inpatient Facility Administration staff).Your product line is to accomplished circuit board 2.Second, your CEO would like to know the number of new employees NWRH will need to utilize for each major personnel category for each of the next three years.Your railway line is to complete Table 3.Finally, your CEO would like to know the total number of employees who will be working for NWRH as of the stop over of each of the next three years.Your handicraft is to complete Table 4.Table 1 Present staffing radical Employees700Number of outreach sites15Doctors per outreach site5Number of Doctors75Nurses per outreach site12Number of Nurses180Outreach facility employees255Inpatient Facility Employees445Table 2 TurnoverEmployee CategoryCurrent yrYear 1Year 2Year 3Old outreach site DoctorsOld outreach site nursesInpatient facility impudently outreach site DoctorsNew outreach site nursesTOTALSTable 3 Number of Employees to be hiredEmployee CategoryCurrent YearYear 1Year 2Year 3Old outreach site DoctorsOld outreach site nursesInpatient facilityNew outreach site DoctorsNew outreach site nursesTOTALSTable 4 Year-End workoutEmployee CategoryCurrent YearYear 1Year 2Year 3Old outreach site DoctorsOld outreach site nursesInpatient facilityNew outreach site DoctorsNew outreach site nursesTOTALSIn order to complete your assignment, your CEO has told you to make a number of assumptions. They areA.You are making all projections in December for subsequent years ending December 31B.With depend to the existing outreach offices, assumea.The 15 existing outreach offices employ 5 doctors and 12 nurses each. b.On December 31 (one year hence) 3 new dialysis machines are placed in operation and require an additional 12 nurses (4 per machine). c.On December 31 in the 2nd year, 5 new doctors are employed. d.Turnover rate is 40 percent for nurse personnel, and 20 percent for doctors.C.With regard to new outreach sites, assumea.New outreach sites are added as follows 6 in Year 1, 10 in Year 2, and 9 in Year 3. b.Each new outreach site employs 17 individuals (5 doctors and 12 nurses). c.Turnover is 30 percent for nurses, and 20 percent for doctors.D.With regard to the inpatient facility, assume that turnover will be 15 percent per year.PART 2 WRITING JOB DESCRIPTION & RECRUITMENT ADVERTISEMENTReferencesAdapted from Job Analysis write Job commentary, pp 97-99 in Nkomo, S. M., Fottler, M. D., McAfee, R. B. (2008) Human Resource Management Applications Cases, Exercises, Incidents, and Skill Builders, 6th EditionNote For your presentation in Week 5, you will accusto m one (1) Job Description to develop one (1) Advertisement to present as a group. The developed advertisement potfulnot be utilize in the Portfolio Assignment.LEARNING OBJECTIVESTo familiarise you with the job analysis process and with job descriptions Practice in write job descriptionsTo make you aware of different methods for recruiting candidates and stand out from the crowdINSTRUCTIONSJob Analysis, Writing Job Descriptions and Recruitment AdvertisingYou are inevitable to write three (3) job descriptions, one (1) job advertisement, and one (1) selection criteria for the Portfolio Assignment.The job advertisement should glow one (1) selected job description (choose one (1) doctor, nurse, and inpatient facility administrator), and the selection criteria should reflect the selected job advertisement to create a flow in your portfolio.A.Draw up a set of job descriptions for each of the (3) positions in the case (doctor, nurse, and inpatient facility administrator).You may use w hatever sources you want, including interviewing people you may know in these positions or similar positions or searching pertinent web sites as you want job descriptions and lists of duties that apply specifically to regional hospitals and outreach facilities.The Job Analysis Questionnaire (below) can be used as a guide to wait on determine the major responsibilities and tasks of the job and the required knowledge, skills, abilities, and personal characteristics needed to perform the job.Remember to write the job description using action verbs when describing the employees tasks, duties, and responsibilities. It is also important that specific duties be grouped and arranged in descending order of importance.The complete job description should follow the format shown in sample fork outd (below).B.Choose (1) job description to draft one (1) job advertisement, to attract the right people to apply for that position. Write the advertisement as if it will progress on an online employ ment agency (e.g. seek.com). It will need to stand out amongst the many thousands of other positions beingness advertised.Job Analysis QuestionnaireA.Job Responsibilities and Dutiesa.Job titleb.Department title and/or division titlec.Title of straightaway supervisord.Description of duties (describe the duties in enough details to provide a complete and accurate description of the work) i.Provide a general overall summary of the purpose of your job ii.What are the major results or outputs of your job?iii.Describe the duties and tasks you perform daily periodic monthly.iv.Describe duties you perform irregularly.e.List any machines, instruments, tools, machine, materials, and work aids used in your job. Indicate percent of time used. f.Describe the record of your responsibility for nonhuman resources (money, machinery, machine and so on). What monetary loss can occur through an flaw? g.What reports and records do you prepare as part of your job? When are they prepared? h.What is t he source of instructions for perform your job (e.g. oral or written specifications)? i.Describe the nature and frequency of supervision received. j.How is your work reviewed, checked, or substantiate?B.Reporting Relationshipsa.How many employees are directly under your supervision? What are their job titles? b.Do you have full consent to hire, terminate, evaluate and transfer employees under your supervision? Explain. c.What contacts are required with other departments or persons other than you immediate department in performing you job? Describe the nature and extent of the contacts.C. work Conditionsa.Describe the working conditions present in the location and environment of your work such as cold/heat, noise, fumes, dust, and so on. Indicate frequency and academic storey of exposure b.Describe any dangers or hazards present in your job.D.Job Qualifications (Be certain not to list the officeholder qualifications, but what is required for performance by a new employee). a.De scribe thekind of previous work know necessary for satisfactory performance of this job. b.What is the amount of bear required?c.What kinds of knowledge, skills, and abilities (KSAs) are needed to perform the job? d.What is the minimal level of education (grammar, high school, degree etc.) required? e.Are any special physical skills and/or manual dexterity skills required to perform the job? f.Are there any special certification, registration, license, or learning requirements?Sample Job DescriptionJob Title Shift Supervisor (Mining)Position Purpose The purpose of this position is to maintain a safe and efficient plant operation through directing the activities of the operations personnel and providing a management support function for the plant superintendent.Typical Job Duties1.Directs the activities of the trading operations personnel and coordinates the activities of the maintenance personnel. 2.Issues written communication to employees concerning personnel policies and oper ational concerns. 3.Administers a maintenance request computer programme through collecting requests, scheduling, and recording maintenance activities. 4.Administers the plant tagging procedure.5.Conducts the training and safety programs for breach employees. 6.Schedules shift assignments to reflect workload and vacation schedules. 7.Performs administrative tasks such as recording workers time, maintaining records concerning operational activities, and updating written procedures. 8.Prepares one-year budget for assigned plan area and maintains the inventory level on these items. 9.Appraise performance of shift employees every year10.Counsels employees on disciplinary problems and job-related performance. 11.Assumes plant superintendents duties when assigned.Physical Requirements walking and climbing stairsWorking conditions Remote locations secure fully furnished housing is provided. Quarterly rotations between locations are available. Four daylight rotating roster with morning , afternoon and night shifts. Machine and Machines Used CRT, spectrometer, PH metre, conductivity metre Reporting Relationships The shift supervisor reports directly to the plant superintendent. The shift supervisor directs the control room wheeler dealer, two or much utility operators, trainees, and other assigned personnel, and coordinates the activities of the maintenance personnel present on shift.QualificationsEducation Associate degree or equivalent training (e.g. management training classes) OR five (5) years of management experience Related bring forth Minimum of three (3) years as a control room operator for a coal-fired boiler operation.Job Knowledge/Skills Required1.Comprehensive understanding of plant systems.2.Fundamental understanding of electrical systems and motor control centres.3.Thorough knowledge of boiler chemistry.4.Comprehension of flow, logic, and electrical prints.5.Ability to perform elementary mathematical and algebraic calculations.6.Communication and human relations skills.7.Ability to operate CRT, spectrometer, PH metre, and conductivity metre.8.Managerial skills.PART 3 WRITING SELECTION CRITERIAReferencesAdapted from cream Decisions, pp 131-138 in Nkomo, S. M., Fottler, M. D., McAfee, R. B. (2008) Human Resource Management Applications Cases, Exercises, Incidents, and Skill Builders, 6th EditionSelection Criteria adapted from Practical Exercises have traineeselection at Yarra Bank, pp 269271 in Stone, R. J. (2010) Managing Human Resources, 3rd EditionLEARNING OBJECTIVESTo help you develop skills in developing selection criteria and evaluation measures To make you aware of the complex criteria often used to select candidates To help you develop skills in planning and implementing semi-structured interviews To give you practice in preparing for the selection interviewINSTRUCTIONSSelection CriteriaUsing the job description, you chose for the job advertisement1.Develop a list of key selection criteria for an upcoming nothingne ss in this position in terms of experience, qualifications, skills/abilities, personal qualities and special requirements (see template below).2.Outline how you would evaluate the candidates on each criterion. What questions would you ask?3.Identify your interview selection panel. Indicate the number of people to be on the panel, the positions that they hold and provide a brief explanation of why they are required on the panel.Key selection criteriaExperienceWhat type of and how much experience is required to perform this job successfully?QualificationsWhat are the minimum bollock educational qualifications required to perform this job successfully?Skills/AbilitiesWhat special skills and/or abilities and knowledge are required to perform this job successfully?Personal QualitiesWhat special personal qualities (physical characteristics and personalitycharacteristics) are required to perform this job successfully?Special requirementsWhat special requirements are required to perform th is job successfully?