Ch 5: HR Planning- Effective Job Analysis
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 competent & motivated)
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 1
Introduction
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.
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 2
Linking Organizational Strategy to HR Planning
HR must ensure staff levels meet strategic
planning goals.
An HR inventory report summarizes information
on current workers and their skills
HR information systems (HRIS) / HR
Management System (HRMS)
process employee information
quickly generate analyses and reports
provide compensation/benefits support
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 3
Linking Organizational Strategy to HR Planning
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 creates an inventory of future staffing needs
for job level and type, broken down by year
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 4
Linking Organizational Strategy to HR Planning
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
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 5
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.
Two methods:
Primary & Secondary
See
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Anal
ysis.html
for a sample job analysis.
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 6
Job Analysis
Job analysis methods: Primary 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/Expert opinion– Asking a senior or expert person
having extensive knowledge of the job
6. diary– job incumbents record their daily activities
The best results are usually achieved with some combination of methods.
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 7
Job Analysis: Secondary methods
1. Structured Job Analysis Techniques
Department of Labor’s Job Analysis Process:
Information from observations and interviews is used to
classify jobs by their extent of involvement with:
a.data,
b.people and
c.things.
Information on thousands of jobs are available on O*Net
OnLine which is the Department of Labor’s replacement
for the Dictionary of Occupational Titles.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Job Analysis
The Occupational Information Network
(O*NET) content model includes:
1. worker characteristics
2. worker requirements
3. experience requirements
4. occupation-specific information
5. workforce characteristics
6. occupational requirements
See http://online.onetcenter.org/
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 9
Job Analysis
2. 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
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 10
Job analysis purpose
Job Analysis gives us three items
1.Job Description (Describes the work in a job)
2.Job Specification / Person specification
(Specifies the qualification or capability of the
person for the job)
3.Job Valuation / Job Worth (Quantifies the
monetary value – Salary & Benefits for the job)
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 11
Job Analysis Purpose
Job descriptions list:
job title
job identification / category
job duties/essential functions in order of importance
Job specifications - minimum qualifications for job –
education, skill, experience, licensing
These are important for:
describing job to candidates
guiding new-hires
developing performance evaluation criteria
evaluating job’s compensation worth
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 12
Job Analysis
Almost all HRM
activities are
tied to job recruiting
analysis; it is the labor selection
starting point for relations
sound HRM.
HR
safety &
planning
health
job analysis
job description
job specifications
employee
compensation development
performance employee
management training
career
development
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 13
Purpose of Job analysis
1. Job Description
2. Job Specification
3. Job Valuation (Salary / benefits)
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 14
