refers to the management function that involves anticipating future trends and determining the best strategies and tactics to achieve organizational objectives.

planning

provides a methodical way of achieving desired results.

plan

3 PLANNING AT VARIOUS MANAGEMENT LEVEL

1. Top management 2. Middle management 3. Lower management

refers to the process of determining the major goals of the organization.

Top management – strategic planning

spells out the decision about long range goals and the course of action to achieve them.

Strategic Plan

the process of determining the contributions that subunits can make with allocated resources.

Middle management – intermediate planning

refers to the process of determining how specific tasks can be best accomplished on the time with available resources.

Lower management – operating planning

4 PLANNING PROCESS

1. Setting organizational, divisional, or unit goals 2. Developing strategies and tactics to reach the goals 3. Determining resources needed 4. Setting standards

the precise statement of results sought, quantified in time and magnitude where possible.

goals

a course of action aimed at ensuring that the organization will achieve its objectives.

strategy

a short-term action taken by the management to adjust to internal and external influences.

tactic

a quantitative or qualitative measuring device designed to help monitor the performances of people, capital goods and procedure.

standard

4 TYPES OF PLANS

1. Marketing Plan 2. Production Plan 3. Financial Plan 4. Human Resource Management Plan

written document or blueprint for implementing and controlling marketing activities.

marketing plan

states the quantity of output a company must produce.

production plan

summarizes financial situation, analyzes needs, recommends direction.

financial plan

indicates HR needs in terms of quantity and quality.

human resource management plan

2 PLANS ACCORDING TO FREQUENCY OF USE

1. Standing Plans 2. Single Use Plans

used repeatedly.

standing plans

broad guidelines

policies

exact series of actions

procedures

require/forbid certain action

rules

unique, not repeated.

single use plans

expenditures and funding sources

budget

structuring of resources and objectives to accomplish effectively & efficiently.

organizing

4 PURPOSE OF ORGANIZATIONAL STRUCTURE

1. Defines relationship between task and authority 2. Defines formal reporting relationships 3. Defines groupings of individuals 4. Defines system to effect coordination of efforts

5 CONSIDERATIONS WHEN STRUCTURING AN ORGANIZATION

1. Division of labor 2. Delegation of authority 3. Departmentation 4. Span of control 5. Coordination

structure detailing responsibilities, authority, position.

formal organization

diagram of official positions and authority.

organization chart

describes personnel activities and company policies.

policy manual

3 TYPES OF ORGANIZATIONAL FUNCTION

1. Functional organization 2. Product/Market organization 3. Matrix organization

3 TYPES OF AUTHORITY

1. Line authority 2. Staff authority 3. Functional authority

formal group formed for specific purpose.

committee

determines HR needs, recruits, selects, trains, develops.

staffing

8 STAFFING PROCEDURES

Human Resource Planning Recruitment Selection Induction & Orientation Training & Development Performance Appraisal Employment Decision Separation

systematic deployment of HR at various levels.

human resource planning

3 Activities of Human Resources Planning

1. Forecasting 2. Programming 3. Evaluation & Control

assessment of HR needs.

forecasting

translating forecasted needs to objectives.

programming

monitoring HR action plans & evaluating success.

evaluation & control

attracting qualified persons to apply.

recruitment

Sources of applicants

- Current employees - Newspaper advertising - Schools - Referrals from employees - Recruitment firms - Competitors

choosing most likely to succeed.

selection

provide necessary company information.

induction & orientation

improve performance.

training & development

measure employee performance.

performance appraisal

rewards, transfers, promotions, demotions.

employment decision

voluntary or involuntary termination.

separation