Lecture2

Strategic Management
&
Job Analysis
Reference Books:
Human Resource Management (Keith Devis)
Human Resource Management (Mondy)
Internet
 Strategy…!
 A strategy is an integrated plan of
action designed to achieve a particular
goal.
 The word strategy has military
connotations, because it is derives
from the Greek word for army
("leader or commander of an army,
general“).
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 Tactic is concerned with the conduct of an
engagement while strategy is concerned with
how different engagements are linked.

 Tactics are the actual means used to gain an

objective, while strategy is the overall
campaign plan, which may involve complex
operational patterns, activity, and decision-
making.

 a method of employing forces in combat

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Strategic Management
 Strategic or Institutional management
is comprehensive and ongoing
management process aimed at the conduct
of drafting, implementing and evaluating
cross-functional decisions that will
enable an organization to achieve its
objectives
 Art and science of formulating, implementing, and evaluating
cross-functional decisions that enable an organization to
achieve its objectives. 4
Strategic Management: a set of managerial decisions and
actions that determines the long-run performance of a
corporation.
Includes:
 Internal and external environment scanning
 Strategy formulation
 Strategy implementation
 Evaluation and control

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Strategic-Management Process

Strategy Formulation

Strategy Implementation

Strategy Evaluation
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Strategic-Management Process
 Strategy formulation: the set of processes involved in
creating or determining the strategies of the organization;
it focuses on the content of strategies.
 Strategy implementation: the methods by which
strategies are operational or executed within the
organization; it focuses on the processes through which
strategies are achieved.
 Strategy evaluation: Process by which strategies are
evaluated & rectified
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Strategic Human Resource Management

 Its is the pattern of planned HR activities

and deployments intended to enable an
organization to achieve its goals.

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 Functions (Scope) of HRM
1.Staffing
•Personnel Planning
•Job Analysis
•Recruitment
5.Employee •Selection
2.Human
& Labor Resource
Relations Development
Functions
of HRM

4.Safety & 3.Compensation

Health & Benefits
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 1. Staffing
 Process through which an organization ensures that it always has
the proper number of employees with the appropriate skills in the
right jobs at the right time to achieve the organization’s objectives.
 It includes
• Personnel planning
• Job Analysis
• Recruitment
• Selection

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 1996 Croatia USAF CT-43 crash
 On April 3, 1996, a United States
Air Force CT-43 crashed in
Croatia while on an official trade
mission. The aircraft was carrying
United States Secretary of
Commerce Ron Brown and 35
other people (including 16
corporate executives).
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 The September 11 attacks
 Often referred to as September 11th or 9/11were
a series of coordinated suicide attacks on the
United States on September 11, 2001. On that
morning, 19 terrorists hijacked four commercial
passenger jet airliners.
 The death toll of the attacks was 2,996, including
the 19 hijackers with more then 6000 injuries.
 The hijackers intentionally crashed two of the
airliners into the Twin Towers of the World
Trade Center in New York City, killing everyone
on board and many others working in the
buildings.
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 Difference Between "Job" And "Position"
 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. (As per Mondy Noe)

Job – A job is a pattern of tasks, duties and responsibilities that can

be done by a person
(Keith Devis)
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 Strategic Planning- is the process by which top
management determines overall organizational purposes
and objectives and how they are to be achieved.
 HR Planning- The process of systematically reviewing HR
requirements to determine & ensure that required number of
employees, with the required skills, are available when they
are needed.
 Succession Planning- Ensuring that a qualified person is
available to assume a managerial position once the position
is vacant usually with the help of replacement chart.
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 Succession Planning
 The process for identifying and developing people with the
potential to fill key positions in the company once the
position is vacant. Succession planning increases the
availability of experienced and capable employees that are
prepared to assume these roles as they become available.

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 Human Resource Planning Process
External Environment
Internal Environment
Strategic Planning

Human Resource Planning

Forecasting Comparing Forecasting Human

Human Resource Requirements and Resource Availability
Requirements Availability

Demand = Surplus of Workers Shortage of

Workers

No Action Restricted Hiring, Recruitment

Reduced Hours, Early
Retirement, Layoff, Selection
Downsizing

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 Demand Forecasting
 Statistical approaches
1. Ratio analysis
2. Regression analysis
 Judgmental methods

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Ratio analysis
Patients: Doctors = 4:1

Number of Patients = 100

Number of Doctors = 25

If there are 400 patients, how many Doctors are needed?

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Regression analysis 75

50
# Employees
25

0
50 100 150

# Customers 20
The Relationship of Sales Volume to Number of
Employees
Number of
Employees
500
400
300
200
100

0 10 20 30 40 50 60
Sales (thousands) 21
 Job Analysis
 Job Analysis – Job analysis is a systematic process of
determining the skills, duties and human characteristics
required for performing specific job in organization. In job
analysis information about jobs are systematically collected,
evaluated & organized.
 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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 Job Analysis: A Basic Human Resource Management Tool
Human Resource Planning
Tasks Responsibilities Duties Recruitment
Selection
Training and
Job Descriptions Development
Job Performance Appraisal
Analysis Compensation and Benefits
Job
Specifications Safety and Health
Employee and Labor
Relations
Legal Considerations
Knowledge Skills Abilities
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Job Description- a written statement that explains tasks,
duties, working conditions, responsibilities & other aspects
of a specified job
 Job Title  Job Grade / Pay Scale
 Location  Employment Status
 Duties  Hazard
 Machines, Tools, Equipment,  Date
Materials used.  Job Summary
 Supervision given or received

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Sample Job Description

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 Job Descriptions Contents
Job
Identification

Job Job
Specifications Summary

Sections of a
Typical Job
Working Description Responsibilities
Conditions and Duties

Standards of
Authority
Performance

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 The Job Description Sections
 Job identification
 Job title: name of job
 Grade/ status
 Preparation date: when the description was written
 Prepared by: who wrote the description

 Job summary
 Describes the general nature of the job
 Lists the major functions or activities

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 Relationships (chain of command)
 Reports to: employee’s immediate supervisor
 Supervises: employees that the job incumbent directly supervises
 Works with: others with whom the job holder will be expected to work
and come into contact with internally.
 Outside the company: others with whom the job holder is expected to
work and come into contact with externally.

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 Responsibilities and duties
A listing of the job’s major responsibilities and duties (essential functions)
 Defines limits of jobholder’s decision-making authority, direct supervision, and budgetary
limitations.
 Standards of performance and working conditions
 Liststhe standards the employee is expected to achieve under each of the job description’s
main duties and responsibilities.
 Job Specification
 Authority

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Job Specification- a written statement that
explains human characteristics needed to perform
the job.  Education
 Experience
 Training
 Physical & Mental Status
 Communication Skills
 Languages
 Physical Skills
 Personality Traits

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Sample
Job Specification-

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