1. Workforce Planning “A look into the murky future to avoid talent surpluses or shortages”

2. Sources Learning unit 4 in module guide Employment equity ~ Pages 162 ~ 168 Workforce planning ~ Pages 214 ~ 223 Recruitment ~ Pages 223 ~ 232

3. Workforce planning By the end of the session you will; Understand how workforce planning forms part of strategic planning Understand the internal & external factors that impact workforce planning Be able to “carry out” the steps in workforce planning

4. *Workforce Planning Planning to ensure the optimum number & mix of people with the required; knowledge, skills, attitude & abilities To enable the Company to reach its long term strategic goals. The process is guided by the strategic plan

5. Exercise ~ Senzo and sons Read the case and deliver your decisions to the board of Directors.

6. Office politics tip 1 Never outshine your master!

7. External factors influencing workforce planning Political Economic Social Technology Competition Laws Education & skills Workforce planning

8. 100  100  100  100  100  100  100  100  100  100  1X 8 Hrs 10 People 1000 Products 100  100  100  100  100  100  100  100  2X 8 Hrs 18 People 1800 Products Options : Overtime = less people, 9X9 + maintenance What about absenteeism? Leave? maintenance

9. *Steps in workforce planning 1. Forecasting labour demand 2. Forecasting labour supply STRATEGIC PLAN 4. Control & evaluation 3. Implementing the plan

10. 1. Forecasting labour demand Predicting the number and type of people required into the future : Based on strategic plan and objectives of the business An objective look at how many people you need and how many you are likely to loose Could utilize; Quantitative Qualitative

11. 2. Estimating labour supply The process of looking at the available labour pool of required skills. Estimation/ assessment of current employees (Internal pool) Internal skills inventory, succession planning information Estimation of wider pool of labour (External pool) Skills audits, Department of labour, Universities

12. 3. Implementing the plan Labour demand exceeds supply (Not enough people) Training & development Succession planning & promotion Outsourcing of work Overtime Supply exceeds demand (Too many people) Retrenchments, layoffs, early retirements Short time, transfers Work sharing Labour demand & supply in balance (In balance) Replace terminations ~internally or externally

13. 4. Control & evaluation Ensuring that the plan runs smoothly and that we learn from our experiences Actual staffing vs plan Actual productivity vs plan Actual costs vs budgetted spend Actual time vs plan

14. Employment equity At the end of the session; 1. Explain EE and link it to affirmative action 2. Discuss the requirements of the act

15. Employment Equity Opinions in the workplace: Affirmative action is: “Fairly correcting evils of the past” ~ “Reverse apartheid” “Building a healthy economy” ~ “Messing our Economy” “Equal opportunity for ALL” ~ “ Discrimination ”

16. *Purpose of the Employment Equity Act Achieving equity in the workplace by:  Elimination of unfair discrimination  Taking affirmative action, ensuing equitable representation in all occupational categories and levels TO PROMOTE ECONOMIC GROWTH!!!!

17. Requirements of the act 1. Consult with all employees 2. Conduct an analysis 3. Prepare an employment equity plan 4. Implement the plan 5. Report on progress made

18. Recruitment “The art of attracting the right person for the right job at the best price”

19. Recruitment By the end of the session; 1. Understand what may be included in a recruitment policy 2. Discuss factors that impact recruitment 3. Be able to decide between internal or external recruitment 4. Discuss current & future recruitment methods

20. Thoughts on the SA recruitment environment Organizations are faced with global competition ~ markets and skills Many skilled South Africans are being lured by 1 st world countries with strong currencies SA has a large pool of unemployed, unskilled people Our education system is delivering “educated dunces’ We are suffering huge skills shortages in certain critical skills. Artisans, Engineers, Accountants, Managers etc. Universities are skewed toward Humanities World economy in recovering from a recession Comparatively high wage rates vs output Recruitment industry extremely expensive

21. Strong Unions are “out pricing” labour Legislation determines who we employ, forcing experienced skilled employees to seek employment elsewhere in the world Union involvement in recruiting = additional cost with “little” value add Nepotism is rife Capital intensive (capitalism) vs Labour intensive (Socialism)? Temporary employment services vs Permanent placement Large amount of educated African refugees willing to work for very low wages South Africans are not prepared to work for poor wages SA’s Recruitment environment (continued)

22. Recruitment ~ Definition “The process of attracting sufficient candidates holding the abilities and aptitude to fill the needs of the vacant position” “the process of acquiring applicants who are available and qualified to fill positions in the organization” “obtaining the number and type of people the organization needs” “an act of enlisting or drafting new members”

23. Factors influencing recruitment Legal regulations Trade union involvement Availability of skills Recruitment policy Image of the organization

24. *Recruitment policy Company’s decision is to attract suitable candidates, the policy may include: Sourced internally or externally Whether relatives would be considered Affirmative action intentions What methods of recruitment Short term contracts vs permanent employment

25. *Recruitment sources INTERNAL Internal adverts Referrals Promotions Succession planning Former employees EXTERNAL Adverts R&S Agencies Campus recruiting Customers/Suppliers Internet Labour brokers

26. *Recruitment trends Temporary workers Labour broking services (Leasing) Flexi-time Job sharing Compressed working weeks Home work (Telecommuting)

27. Next week Selection & Compensation Management

28. Workforce planning Assigning work to the right people Planning and spreading the work evenly amongst employees Process of determining how many people the company will need in the future Planning to ensure the right people are hired

29. Recruitment The process of hiring people The process of selecting the right person for the right job The process of employing the best person The process of attracting qualified candidates

30. Employment equity The process of hiring previously disadvantaged people The process of eliminating unfair discrimination & correcting the demographics of our company Process of ensuring blacks, females, disabled and Chinese people are hired The process required to get Government tenders