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Human Resource Planning
and Job Analysis
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins
Chapter 5, slide
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
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.
An Organizational Framework
A mission statement defines what business the organization is in, including
why it exists
who its customers are
strategic goals set by senior management to establish targets for the organization to achieve
Goals are generally defined for the next 5-20 years.
Linking Organizational Strategy to HR Planning
During a corporate assessment,
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 through a job analysis.
determining organization’s business
setting goals and objectives
determining how to attain goals and objectives
determining what jobs need to be done and by whom
matching skills, knowledge, and abilities to required jobs
objectives and goals
HR must ensure staff levels meet strategic
An HR inventory report summarizes information on current workers and their skills
HR information systems (HRIS)
process employee information
quickly generate analyses and reports
provide compensation/benefits support
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 must forecast staff requirements.
HR creates an inventory of future staffing needs for job level and type, broken down by year
forecasts must detail the specific knowledge, skills, and abilities needed, not just “we need 25 new employees”
Linking Organizational Strategy to Human Resource Planning
HR predicts the future labor supply.
a unit’s supply of human resources comes from:
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
Decreases in internal supply come about through:
retirements easiest to forecast
dismissals possible to forecast
transfers possible to forecast
layoffs possible to forecast
sabbaticals possible to forecast
voluntary quits difficult to forecast
prolonged illnesses difficult to forecast
deaths hardest to forecast
Candidates come from
migration into a community
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.
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
demand for labor
- - - - - - - - - - - - -
for and supply of
Employment Planning and
the Strategic Planning Process
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
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.htmlhttp://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html for a sample job analysis.
Job analysis 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 conference– uses supervisors with an extensive knowledge of the job
6. diary– job incumbents record their daily activities
The best results are usually achieved with some combination of methods.
determine how to collect
job analysis information
understand the purpose
of the job analysis
understand the roles of
jobs in the organization
The Occupational Information Network (O*NET) content model includes:
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
Job descriptions list:
job duties/essential functions in order of importance
job specifications - minimal qualifications for job
They are critical to:
describing job to candidates
developing performance evaluation criteria
evaluating job’s compensation worth
Almost all HRM activities are tied to job analysis; it is the starting point for sound HRM.
Job design is how a position and its tasks are organized.
great job design enriches and motivates through
skill variety task identity task significance
autonomy feedback from job itself
flexible work schedules keep employees motivated and loyal
flex time job sharing telecommuting
part of HR planning and job analysis is finding team
technical and interpersonal skills
True or False?
1. HR planning must be separate from the organization’s overall strategy.
2. A mission statement defines what business the organization is in.
3. To forecast staff requirements, HR creates an inventory of future staffing needs for job level and type, broken down by decade.
4. Job analysis is a systematic exploration of the activities within a job.
5. A position analysis questionnaire is more qualitative than quantitative in nature.
6. Job design is how a position and its tasks are organized.
Chapter 5, slide p://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.htmlhttp://www.staffing-and-recruiting-essentials.com/Sample-Job-Analysis.html for a sample job analysis.
describing job to candidates