Professional Documents
Culture Documents
Job Analysis and Human Resource Planning
Job Analysis and Human Resource Planning
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
Knowledge
Skills
Abilities
Definitions
Job - Consists of a group of tasks that must be performed for an organization to achieve its goals Position - Collection of tasks and responsibilities performed by one person; there is a position for every individual in an organization
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Definitions (Continued)
Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization Job description document providing information regarding tasks, duties, and responsibilities of job Job specification minimum qualifications to perform a particular job
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Observation
Critical incident technique
Strategic Planning
The process by which top management determines overall organizational purposes and objectives and how they are to be achieved
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Demand = Supply
No Action
Recruitment
Selection
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HR Forecasting Techniques
Zero-based forecasting uses current level as starting point for determining future staffing needs Bottom-up approach each level of organization, starting with lowest, forecasts its requirements to provide aggregate of employment needs
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Sales (thousands)
Forecasting HR Requirements
Estimate of numbers and kinds of employees the organization will need at future dates Demand for firms goods or services must be forecast Forecast is then converted into people requirements
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Forecasting HR Availability
Determining whether the firm will be able to secure employees with the necessary skills, and from what sources these individuals may be obtained Show whether the needed employees may be obtained from within the company, from outside the organization, or from a combination of the two sources
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Surplus of Employees
Restricted hiring employees who leave are not replaced Reduced hours Early retirement Layoffs
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HUMAN RESOURCE INFORMATION SYSTEM Goal: Integrate Core Processes into Seamless System
Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/Elearning/Management Succession Contribute Toward Achievement of:
Benefits
Safety Health Labor Relations Employee Relations
Compensation Programs
*Certain data are available to employees at work or at home. Examples: supervisors might access just-intime training for conducting performance appraisal reviews. Operative employees might enter time and labor data. All employees may be able to review 401(k) balances, transfer funds, make benefit elections, set annual performance goals, update personnel data.
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Job Design
Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker
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Job Design
Job enlargement - Changes in the scope of a job to provide greater variety to the worker Reengineering Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed
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