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Recommended Actions:

Recommended Actions:. 5. Investing in H uman R esource D evelopment and P erformance. Recommended Actions:. 1. 3. Identification/ Analysis of the human resource situation based on the agency goals and objectives.

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Recommended Actions:

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  1. Recommended Actions:

  2. 5. Investing in HumanResourceDevelopment and Performance

  3. Recommended Actions:

  4. 1 3 Identification/ Analysis of the human resource situation based on the agency goals and objectives Forecasting Human Resource Supply through Survey of the existing human resource profile and available manpower inventory within the agency and outside the agency 2 4 Forecasting Human Resource Requirement Project available manpower resource and reconcile human resource requirement and supply forecast 5 Operation or action process determining overstaffing or understaffing levels and bridging the gap between the forecast and inventory are made 6 If overstaffing: ●Development of employee or reassignment to other units ● Development of employees through training programs ● Direct employees to perform extra challenging work If understaffing: ● overtime can be resorted to produce expected output ● develop staff to assume projected vacancies that will arise from goals/plans of the organization agency ● acquire new staff if necessary through recruitment 7 Evaluation and Re-planning 8 GOVERNMENT HUMAN RESOURCE PLANNING STRUCTURE

  5. GOVERMENT HUMAN RESOURCE PLANNING STRUCTURE

  6. GOVERMENT HUMAN RESOURCE PLANNING STRUCTURE

  7. GOVERMENT HUMAN RESOURCE PLANNING STRUCTURE

  8. Evaluating and Re-planning If understaffing: ● Overtime can be resorted to produce expected output ● Develop staff to assume projected vacancies that will arise from goals/plans of the organization agency ● Acquire new staff if necessary through recruitment If overstaffing: ● Development of employee or reassignment to other units ● Development of employees through training programs ● Direct employees to perform extra challenging work

  9. Human Resource Planning Structure

  10. 2. Setting of Workforce 2.1 Identification of HR Plans and Programs 2.2 Policies 2.3 Human Resource Management System 2.3.1 Human Resources 2.3.1.1 Recruitment 2.3.1.2 Compensation and Benefits 2.3.1.3 Industrial Relations 2.3.1.4 Performance Management 2.3.1.5 Training 2.3.2 Admin Services 2.3.2.1 Camp Admin 2.3.2.2 Office Admin

  11. 2. Setting of Workforce (Con’t) 2.4 Setting up of Organizational Structure 2.4.1 Job Analysis 2.4.1.1 Demand Analysis 2.4.1.2 Supply Analysis 2.4.2 Table Organization 2.4.2.1 Retrenchment 2.4.2.2 Recruitment

  12. 3. Performance Management

  13. Bigger Challenges for Human Resource Planning

  14. Presented by

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