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Human Resource Planning and Job Analysis: Professor Mohamamd Khasro Miah PH.D
Human Resource Planning and Job Analysis: Professor Mohamamd Khasro Miah PH.D
Human Resource Planning and Job Analysis: Professor Mohamamd Khasro Miah PH.D
RESOURCE
PLANNING AND
JOB ANALYSIS
Professor Mohamamd Khasro Miah Ph.D.
1
The Process of Human Resource Planning
Benchmarking:
- Deeply examines the company’s internal
practices and processes and measures them
against successful company practices
Time-series analysis:
-past staffing levels indicate future
requirements
(moving average, exponential smoothing or
regression technique)
Regression analysis:
-past study of work load indicators like sales,
production levels are studied
-linked with staffing levels
Productivity ratios:
Historical or past data are used to examine
past levels of productivity index
P= Workload/ No. of People
Analysis of present employees
Forecast of employees required in future
Done through
Skills inventory
Management Inventory
Expecting changes of people
Complete information about the
organization’s basic information on all
employees
Information are about:
•PAST EXPERIENCE
•HISTORICAL RECORDS
REDUCING :
Downsizing
-lay-offs
-terminations
-early retirement incentives
-voluntary retirement inducement
Human Resource Planning Process
External Environment
Internal Environment
Strategic Planning
18
HUMAN RESOURCE PLANNING
*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. All employees may be able to review 401(k) balances, transfer funds, make benefit
elections, set annual performance goals, update personnel data.
20
JOB Analysis
The Nature of Job Analysis
Job analysis
– The procedure for determining the duties and skill
requirements of a job and the kind of person who
should be hired for it.
Job description
– A list of a job’s duties, responsibilities, reporting
relationships, working conditions, and supervisory
responsibilities—one product of a job analysis.
Job specifications
– A list of a job’s “human requirements,” that is, the
requisite education, skills, personality, and so on—
another product of a job analysis.
MBA KsM, NSU 4–22
Types of Information Collected
Work activities
Human behaviors
Machines, tools, equipment, and work aids
Performance standards
Job context
Human requirements
Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection
Figure 4–6
MBA KsM, NSU 4–34
Sample Job
Description,
Pearson
Education
Figure 4–7a
MBA KsM, NSU 4–35
Major
Groups of
Jobs
Table 4–2
MBA KsM, NSU 4–36
Is the Job Function Essential?
What three or four main activities actually constitute the job? Is
each really necessary?
What is the relationship between each task? Is there a special
sequence which the tasks must follow?
Do the tasks necessitate sitting, standing, crawling, walking,
climbing, running, stooping, kneeling, lifting, carrying, digging,
writing, operating, pushing, pulling, fingering, talking, listening,
interpreting, analyzing, seeing, coordinating, etc.?
How many employees are available to perform the job function?
Can the job function be distributed among other employees?
How much time is spent on the job performing each particular
function? Are infrequent tasks less important to success?
Would removing a function fundamentally alter the job?
Figure 2–10
© 2002 Southwestern College Publishing. All rights reserved. 2–42