Scribd
Upload
93 views14 pages

Human Resource Planning Is A Process: by Which An Organization Ensures That

The document discusses the importance of human resource planning and job analysis for an organization. It states that HR planning must ensure the organization has the right number and type of employees with the right skills at the right time to achieve its strategic goals. Effective job analysis defines job duties and requirements and provides the basis for job descriptions, specifications, and compensation. It is the starting point for many HR activities like recruiting, selection, training and performance management.

Uploaded by

Niaz Ahmed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
93 views14 pages

Human Resource Planning Is A Process: by Which An Organization Ensures That

The document discusses the importance of human resource planning and job analysis for an organization. It states that HR planning must ensure the organization has the right number and type of employees with the right skills at the right time to achieve its strategic goals. Effective job analysis defines job duties and requirements and provides the basis for job descriptions, specifications, and compensation. It is the starting point for many HR activities like recruiting, selection, training and performance management.

Uploaded by

Niaz Ahmed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 14

Ch 5: HR Planning- Effective Job Analysis

Human resource planning is a process


by which an organization ensures that

 it has the right number and kinds of people

 at the right place

 at the right time

 capable of effectively and efficiently completing


those tasks that will help the organization achieve its
overall strategic objectives competent & motivated)

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 1


Introduction

HR planning must be

 linked to the organization’s overall strategy


to compete domestically and globally

 translated into the number and types of


workers needed

Senior HRM staff need to lead top


management in planning for HRM issues.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 2


Linking Organizational Strategy to HR Planning

HR must ensure staff levels meet strategic


planning goals.

 An HR inventory report summarizes information


on current workers and their skills

 HR information systems (HRIS) / HR


Management System (HRMS)

 process employee information

 quickly generate analyses and reports

 provide compensation/benefits support

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 3


Linking Organizational Strategy to HR Planning

Succession planning includes the


development of replacement charts that

portray middle- to upper-level management


positions that may become vacant in the near
future

list information about individuals who might


qualify to fill the positions

HR creates an inventory of future staffing needs


for job level and type, broken down by year

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 4


Linking Organizational Strategy to HR Planning

To match labor demand and supply, HR

 compares forecasts for demand and supply of


workers

 monitors current and future shortages, and


overstaffing. Sometimes, strategic goals must
change as a result

 uses downsizing to reduce supply and


balance demand

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 5


Job Analysis

Job analysis is a systematic exploration of the


activities within a job.

 it defines and documents the duties, responsibilities,


and accountabilities of a job and the conditions under
which a job is performed.
 Two methods:
 Primary & Secondary

See
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Anal
ysis.html
for a sample job analysis.
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 6
Job Analysis

Job analysis methods: Primary methods


1. observation– job analyst watches employees directly or reviews
film of workers on the job
2. individual interview– a team of job incumbents is selected and
extensively interviewed
3. group interview– a number of job incumbents are interviewed
simultaneously
4. structured questionnaire– workers complete a specifically
designed questionnaire
5. technical/Expert opinion– Asking a senior or expert person
having extensive knowledge of the job
6. diary– job incumbents record their daily activities

The best results are usually achieved with some combination of methods.

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 7


Job Analysis: Secondary methods

 1. Structured Job Analysis Techniques


 Department of Labor’s Job Analysis Process:
Information from observations and interviews is used to
classify jobs by their extent of involvement with:
a.data,
b.people and
c.things.

Information on thousands of jobs are available on O*Net


OnLine which is the Department of Labor’s replacement
for the Dictionary of Occupational Titles.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins


Job Analysis

The Occupational Information Network


(O*NET) content model includes:
1. worker characteristics
2. worker requirements
3. experience requirements
4. occupation-specific information
5. workforce characteristics
6. occupational requirements

See http://online.onetcenter.org/

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 9


Job Analysis

2. Position analysis questionnaire (PAQ)

 jobs are rated on 194 elements, grouped in six


major divisions and 28 sections

 the elements represent requirements applicable


to all types of jobs

 its quantitative structure allows many job


comparisons, however, it appears to apply to only
higher-level jobs

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 10


Job analysis purpose

Job Analysis gives us three items

1.Job Description (Describes the work in a job)

2.Job Specification / Person specification


(Specifies the qualification or capability of the
person for the job)

3.Job Valuation / Job Worth (Quantifies the


monetary value – Salary & Benefits for the job)
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 11
Job Analysis Purpose

Job descriptions list:


 job title
 job identification / category
 job duties/essential functions in order of importance

Job specifications - minimum qualifications for job –


education, skill, experience, licensing

These are important for:


 describing job to candidates
 guiding new-hires
 developing performance evaluation criteria
 evaluating job’s compensation worth

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 12


Job Analysis
Almost all HRM
activities are
tied to job recruiting
analysis; it is the labor selection
starting point for relations

sound HRM.
HR
safety &
planning
health
job analysis
job description
job specifications
employee
compensation development

performance employee
management training
career
development

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 13


 Purpose of Job analysis

 1. Job Description
 2. Job Specification
 3. Job Valuation (Salary / benefits)

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 14

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy