POSTSCRIPT: JOB ANALYSIS

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Job Analysis: A Basic Human Resource Management Tool

Tasks Responsibilities Duties

Job Analysis

Job Descriptions

Job Specifications

Knowledge Skills Abilities

Human Resource Planning

Recruitment

Selection

Training and Development

Performance Appraisal

Compensation and Benefits

Safety and Health

Employee and Labor Relations

Legal Considerations

Job Analysis for Teams

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Timeliness of Job Analysis

Rapid pace of technological change makes need for accurate job analysis even more important now and in the future.

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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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HUMAN RESOURCE PLANNING

The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed

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HUMAN RESOURCE PLANNING PROCESSEXTERNAL ENVIRONMENTINTERNAL ENVIRONMENT

Strategic Planning

Human Resource Planning

Forecasting Human Resource Requirements

Comparing Requirements and Availability

Forecasting Human Resource Availability

Surplus of Workers

Demand = Supply

No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing

Shortage of Workers

Recruitment

Selection

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Forecasting HR Requirements• Estimate of numbers and kinds of employees the

organization will need at future dates• Demand for firm’s 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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Shortage of Workers Forecasted

• Creative recruiting• Compensation incentives – premium pay is

one method• Training programs – prepare previously

unemployable people for positions• Different selection standards – alter current

criteria

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Human Resource Information Systems (HRIS)

Virtually all HR management functions can be enhanced through the use of an HRIS – any organized approach for obtaining relevant and time information on which to base HR decisions

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HUMAN RESOURCE INFORMATION SYSTEMGoal: Integrate Core Processes into Seamless System

Input Data Types

Job Analysis

Recruitment

Selection/Job Posting/ Employee Referral

T&D

Performance Appraisal

Compensation

Benefits

Safety

Health

Labor Relations

Employee Relations

Output Data Uses*

Employee Tracking

Diversity Programs

Hiring Decisions

Training Programs/E-learning/Management Succession

Compensation Programs

Benefit Programs (e.g., prescription drug programs)

Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies

Employee Services

Organizational Strategic Plans

Human Resource

Management Plans

Contribute Toward Achievement of:

Human Resource

Information System

*Certain data are available to employees at work or at home. Examples: supervisors might access just-in-time training for conducting performance appraisal reviews. Operative employees might enter time and labor 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