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Job Analysis and HRP
Job Analysis and HRP
Job Analysis and HRP
Definitions
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
Definitions (Continued)
Job analysis - Systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization Job description document providing information regarding tasks, duties, and responsibilities of job Job specification minimum qualifications to perform a particular job
Tasks
Responsibilities
Duties
Job Descriptions
Job Analysis
Job Specifications
Knowledge
Skills
Abilities
Legal Considerations
Work Activities work activities and processes; activity records (in film form, for example); procedures used; personal responsibility Worker-oriented activities human behaviors, such as physical actions and communicating on the job; elemental motions for methods analysis; personal job demands, such as energy expenditure Machines, tools, equipment, and work aids used Job-related tangibles and intangibles knowledge dealt with or applied (as in accounting); materials processed; products made or services performed Work performance error analysis; work standards; work measurements, such as time taken for a task Job context work schedule; financial and nonfinancial incentives; physical working conditions; organizational and social contexts Personal requirements for the job personal attributes such as personality and interests; education and training required; work experience
Job Description
Job Identification job title, department, reporting relationship, and job number or code Job Analysis Date aids in identifying job changes that would make description obsolete Job Summary concise overview of job Duties Performed major duties
Job Specification
Job Specification minimum qualifications, experience and skills person should possess to perform a particular job
Example of Job Summary: Answers inquiries and gives directions to customers, authorizes cashing of customers checks, records and returns lost charge cards, sorts and reviews new credit applications, works at customer service desk in department store.
Example of One Job Duty: Authorizes cashing of checks: authorizes cashing of personal or payroll checks (up to a specified amount) by customers desiring to make payment by check. Requests identificationsuch as drivers licensefrom customers and examines check to verify date, amount, signature, and endorsement. Initials check and sends customer to cashier.
Succession Planning
Process of ensuring that qualified persons are available to assume key managerial positions once positions are vacant.
Importance of HRP
Future Personnel needs Coping with change Creating highly talented personnel Protection of weaker sections International strategies Foundations for personnel functions Resistance to change and move Other benefits
Demand = Supply
No Action
Recruitment
Selection
HR Forecasting Techniques
Managerial Judgment Ratio Trend Analysis Work Study Techniques Delphi Techniques Flow models Others
Managerial Judgement
Top Down Approach Top managers prepare company and departmental forecasts. These forecasts are reviewed with departmental heads and agreed upon. Bottom-up approach each level of organization, starting with lowest, forecasts its requirements to provide aggregate of employment needs
100
0 10 20 30 40 50 60
Sales (thousands)
Forecasting HR Requirements
Estimate of numbers and kinds of employees the organization will need at future dates Demand for firms goods or services must be forecast Forecast is then converted into people requirements
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
Surplus of Employees
Restricted hiring employees who leave are not replaced Reduced hours Early retirement Layoffs
HUMAN RESOURCE INFORMATION SYSTEM Goal: Integrate Core Processes into Seamless System
Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/Elearning/Management Succession Contribute Toward Achievement of:
Benefits
Safety Health Labor Relations Employee Relations
Compensation Programs