HUMAN RESOURCE PLANNING, JOB

ANALYSIS AND JOB DESIGN

SESSION 3

BY
PROF. JYOTI VERMA
CIMP
HRP

HRP- process of forecasting an organization’s future demand

for, and supply of, the right type of people in the right
number.
 HRP now is taken as the base for all other HR activities.
IMPORTANCE OF HRP
Personnel needs taken care of- right number and right type
of employees (ensuring optimal utilization of employees)
Part of strategic planning- inform the top management team
of the skills and capabilities of the firm’s employees and
whether they help to pursue a given strategy or not.
 HRP is relevant in terms of implementation concerns as
well.
Creating high talented personnel- through attracting and
retaining qualified and skilled personnel (who are known
for job-hopping).
Eg. IBM, Toyota and Microsoft- identify potential talent and
rotate them globally
IMPORTANCE OF HRP
 HRP facilitates succession planning. As quick replacement
ensures continuity of business or delay may lead to
lobbying, speculation, gossiping, confusion or lowering
productivity.
 Rupee value of quality employees (trained, motivated,
flexible, productive) is difficult to determine

International strategies- expansion strategies

Foundation for personnel functions- provides essential
information for designing and implementing personal
functions such as recruitment, selection, personnel
movement (transfers, promotion and lay-offs) and training
and development.
Resistance to change and move-
FACTORS AFFECTING HRP
Environmental
Organizational Uncertainties
Growth Cycle and
Planning
Type and
Strategy of
Organization
Outsourcing

Type and
Quality of Labor
HRP
Forecasting Market
Information
BARRIERS TO HRP
 Perception of people towards HR
 Personnel matters Vs Business matters
 Financial forecasting takes precedence over HRP
 Conflict between quantitative and qualitative
approaches to HRP. Eg. Number Vs Type
 Non- involvement of line managers renders HRP
ineffective.
 Conflicts may exist between short-term and long-term
HR needs. Eg. Preparing people for greater
responsibilities
JOB ANALYSIS AND DESIGN
ANALYSIS OF WORK/JOB
 What the job entails (duties involved)
 What an incumbent worker must possess to perform
successfully (skills required)

Job analysis is the process of collecting job related

information, knowledge, skills and abilities. Such
information helps in the preparation of job
description and job specification.

Work has two broad perspectives: Sociological and

psychological.
 JOB DESCRIPTION AND JOB SPECIFICATION
Job Description- what all a job involves

Job Specification- capabilities that the job-holder should

possess

There should be fit between job demands and abilities

required to discharge the task.
PROCESS OF JOB ANALYSIS

Strategic Choices
Personnel Planning

Performance Appraisal
Gather Information
Hiring

T&D
Process Information
Job Evaluation &
Compensation

Health & Safety

Job Description
Employee Discipline

Work Scheduling

Job Specification Career Planning

 METHODS OF COLLECTING JOB DATA

 Interviews

 Questionnaire

 Observation

 Checklist

 TechnicalConference
 Diary Method
 JOB ANALYSIS AND HRM
An analyst should not be only give descriptions of jobs as
they exist in an organization, he or she should also
describe jobs that will exist in future.

Strategic job analysis will have to capable of capturing

both the present and the future needs.
 JOB DESIGN
Logical sequence of Job Analysis is Job Design

It involves conscious efforts to organize tasks, duties and

responsibilities into a unit of work to achieve certain
objectives.

Achievement of fit between job and its holder is needed.

Hackman’s and Oldham Job Characteristics Model-

JOB DESIGN APPROACHES

 Job Rotation
 Job Engineering

 Job Enlargement

 Job Enrichment
DISCUSSION QUESTIONS
1) What do you understand by HRP? What is its Importance?
2) Explain the barriers to HRP? Bring out the requisites for
effective planning?
3) What items are typically included in the job description?
4) What is Job Analysis? How can you use the information it
provides?
5) Do you think companies can really do without detailed job
descriptions? Why or why not?
THANK YOU