Strategic Human Resource Planning Applications

This volume is the proceedings of a symposium entitled, "Strategic Human Resource Planning Applications" which was held at the University of Pennsylvania in Philadelphia on December 4-6, 1985. The meeting was sponsored by the Research Committee of the Human Resource Planning Society. In developing the symposi~m, the Research Committee built upon a study which resulted in a broad research agenda for the Society. The thrust of that research agenda was emphasis on linking the state-of- practice with the state-of-the-art. In the case of the symposium emphasiS was on the presentation of forward looking applications which could help member organizations link current practice with the research frontier. The meeting had sessions on (1) Description of Issues, (2) Human Resource Costs and Strategy, (3) Case Studies of Strategic Planning, (4) Computer Technology and Office Automation, (4) Large Scale Forecasting and Compensation Issues, (5) Models for Policy Analysis, (6) Work Force Optimization, (7) Implementation of Information Processing Activities, (8) Productivity Analysis, and (9) Relationship of Strategy to Practice. Thirty papers were presented with discussion sessions at appropriate points in the m~eting. This volume contains 18 of these papers along with an introductory paper. A short summary is also provided at the beginning of each major subdivision into which the papers are arraigned.

Inhalt
Section 1: Introduction.- Implementation of Strategic Human Resource Planning Applications.- Section 2: General Issues of Strategic Human Resource Planning.- Human Resource Management and Strategie Change: Challenges in Two Deregulated Industries.- Formulating Human Resource Strategies in a Professional Service Firm: A Systemic Approach.- Pay Policy, Organization Strategy and Structure: A Question of Fit.- Human Resource Costs and Business Strategy: Striving for Competitive Advantage in the Pharmaceutical Industry.- Section 3: Employee Responses to Organizational Strategies.- What Motivates Technical Professionals to Contribute Their Best Effort and Maintain Their Commitment to Their Organization?.- Employee Responses to Organizational Strategies: The Forgotten Variable in Human Resource Forecasting.- Executive Career Patterns and Organizational Adaptation to Change..- Section 4: Strategies for Productivity Improvement.- Strategies for Managing Productivity Improvement.- Forecasting the Cost-Benefits of Job Training.- Individual Productivity: A Sourcing Analysis.- Section 5: Forecasting and Turnover Control.- Manpower Requirements Forecasting: A Case Example.- Use of Personnel Flow Models for Analysis of Large Scale Work Force Changes.- New Technology for Controlling Turnover.- Section 6: Work Force Dynamics and Compensation Policy.- A Model to Simulate the Effects of Work Force Dynamics on Compensation Policy.- Decision Information Support for a Comprehensive Retirement System Conversion.- Analyzing the Link Between Compensation and Quit Decisions of Civil Service Employees.- Section 7: Impact of Information Processing on Human Resource Planning.- Current Trends in the Use of Computer Technology by Human Resource Managers.- Deployment of a Micro-based HRMS as aDistributed Information System: H.R. Policy Management Implications and Impact.- About the Editor and Contributors.