Fundamentals of Human

Resource Management
Ninth Edition

DeCenzo and Robbins

Chapter 5
Human Resource Planning and Job Analysis

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Introduction
 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.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Introduction
 Linked to the organization’s overall
strategy and planning to compete
domestically and globally.
 Overall plans and objectives must be
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 9e, DeCenzo and Robbins

 An Organizational Framework
 A mission statement defines what business
the organization is in, including why it exists
and who its customers are.
 Strategic goals
 Set by senior management to establish targets for
the organization to achieve.
 Generally defined for the next 5-20 years.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 An Organizational Framework
 Corporate assessment
 Gap or SWOT (Strengths-Weaknesses-
Opportunities-Threats) analysis determines what
is needed to meet objectives.
 Strengths and weaknesses and core
competencies are identified.
 HRM determines what knowledge, skills and
abilities are needed by the organization’s human
resources.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 An Organizational Framework

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Ensures that people are available to
meet the requirements set during
strategic planning.
 Assessing current human resources
 A human resources inventory report
summarizes information on current
workers and their skills.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Human Resource Information
Systems (HRIS) are increasingly
popular computerized databases
that contain important information
abut employees.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Assessing current human resources
 Succession planning
 includes the development of replacement charts
 portray middle-to-upper level management positions
that may become vacant in the near future
 lists information about individuals who might qualify to
fill the positions

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Determining the Demand for Labor
 A human resource inventory can be developed
to project year-by-year estimates of future HRM
needs for every significant job level and type.
 Forecasts must be made of the need for specific
knowledge, skills and abilities.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Predicting the Future Labor Supply
 A unit’s supply of human resources comes from:
 new hires
 contingent workers
 transfers-in
 individuals returning from leaves
 Predicting these can range from simple to
complex.
 Transfers are more difficult to predict since they
depend on actions in other units.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Predicting the Future Labor Supply
 Decreases in internal supply come about through:
 Retirements
 Dismissals
 Transfers-out
 Lay-offs
 Voluntary quits
 Sabbaticals
 Prolonged illnesses
 Deaths

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Retirements are the easiest to forecast.
 Other factors are much more difficult to project.
 Dismissals, transfers, lay-offs, and sabbaticals
are more easily controlled by management.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Where Will We Find Workers
 migration into a community
 recent graduates
 individuals returning from military service
 increases in the number of unemployed and
employed individuals seeking other opportunities,
either part-time or full-time
 The potential labor supply can be expanded
by formal or on-the-job training.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning
 Matching Labor Demand and Supply
 Employment planning compares forecasts for
demand and supply of workers.
 Special attention should be paid to current and
future shortages and overstaffing.
 Decruitment or downsizing may be used to
reduce supply and balance demand.
 Rightsizing involves linking staffing levels to
organizational goals.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

Linking Organizational Strategy
to Human Resource Planning

Employment Planning and

the Strategic Planning Process

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 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.
?

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Analysis Methods
 Observation method – job analyst watches
employees directly or reviews film of workers on
the job.
 Individual interview method – a team of job
incumbents is selected and extensively
interviewed.
 Group interview method – a number of job
incumbents are interviewed simultaneously.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Analysis Methods
 Structured questionnaire method – workers
complete a specifically designed questionnaire.
 Technical conference method – uses
supervisors with an extensive knowledge of the
job.
 Diary method – job incumbents record their daily
activities.
 The best results are usually achieved with
some combination of methods.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Structured Job Analysis Techniques
 Department of Labor’s Job Analysis Process:
 Information from observations and interviews is used
to classify jobs by their involvement with data, people
and things.
 Information on thousands of titles available on O*Net
OnLine which is the Department of Labor’s
replacement for the Dictionary of Occupational Titles.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Position Analysis Questionnaire (PAQ)
(developed at Purdue University)
 Jobs are rated on 194 elements, grouped in six
major divisions and 28 sections.
 The elements represent requirements that are
applicable to all types of jobs.
 This type of quantitative questionnaire allows
many different jobs to be compared with each
other, however, it appears to be more applicable
to higher-level professional jobs.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Descriptions
 Written statement of what jobholder does, how it is done,
under what conditions and why.
 Common format: title; duties; distinguishing
characteristics; environmental conditions; authority and
responsibilities.
 Used to describe the job to applicants, to guide new
employees, and to evaluate employees.
 Identification of essential job functions is needed to assure
compliance with Americans with Disabilities Act.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Specifications
 States minimum acceptable qualifications.
 Used to select employees who have the essential
qualifications.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Evaluations
 Specify relative value of each job in the
organization.
 Used to design equitable compensation program.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 The Multi-faceted Nature of Job Analysis
 Almost all HRM activities are tied to job analysis.
 Job analysis is the starting point for sound HRM.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins

 Job Analysis
 Job Analysis and the Changing World of
Work
 Globalization, quality initiatives, telecommuting,
and teams require adjustments to the
components of a job.
 Today’s jobs often require not only technical skills
but interpersonal skills and communication skills
as well.

Fundamentals of Human Resource Management 9e, DeCenzo and Robbins