Fundamentals of Human Resource Management 8e,

DeCenzo and Robbins

Chapter 5
Human Resource Planning and Job Analysis

Fundamentals of Human
Resource Management
Eighth Edition
DeCenzo and Robbins
Introduction
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
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.
Introduction
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Linked to the organizations overall
strategy and planning to compete
domestically and globally.
Overall plans and objectives must
be translated into the number and
types of workers needed.
Senior HRM staff need to lead top
management in planning for HRM
issues.
Linking Organizational Strategy to Human
Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Assessing current human resources
Succession planning
includes the development of replacement charts
portray middle-to-upper level management positions that
may become vacant in the near future
lists information about individuals who might qualify to fill
the positions
Linking Organizational Strategy to Human
Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Determining the Demand for Labor
A human resource inventory can be developed to
project year-by-year estimates of future HRM needs
for every significant job level and type.
Forecasts must be made of the need for specific
knowledges, skills and abilities.
?
Linking Organizational Strategy to Human
Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Predicting the Future Labor Supply
A units supply of human resources comes from:
new hires
contingent workers
transfers-in
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.
Linking Organizational Strategy to Human
Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Predicting the Future Labor Supply
Decreases in internal supply come about through:
Retirements
Dismissals
Transfers-out
Lay-offs
Voluntary quits
Sabbaticals
Prolonged illnesses
Deaths
Linking Organizational Strategy to Human
Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Where Will We Find Workers
migration into a community
recent graduates
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.
Linking Organizational Strategy to
Human Resource Planning
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Matching Labor Demand and Supply
Employment planning compares forecasts for
demand and supply of workers.
Special attention should be paid to current and
future shortages and overstaffing.
Decruitment or downsizing may be used to
reduce supply and balance demand.
Rightsizing involves linking staffing levels to
organizational goals.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
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.
?
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Analysis Methods
Observation method job analyst watches
employees directly or reviews film of workers on the
job.
Individual interview method a team of job
incumbents is selected and extensively interviewed.
Group interview method a number of job
incumbents are interviewed simultaneously.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Analysis Methods
Structured questionnaire method workers
complete a specifically designed questionnaire.
Technical conference method uses supervisors
with an extensive knowledge of the job.
Diary method job incumbents record their daily
activities.
The best results are usually achieved with some
combination of methods.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Descriptions
Written statement of what jobholder does, how it is
done, under what conditions and why.
Common format: title; duties; distinguishing
characteristics; environmental conditions; authority
and responsibilities.
Used to describe the job to applicants, to guide new
employees, and to evaluate employees.
Identification of essential job functions is needed to
assure compliance with Americans with Disabilities
Act.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Specifications
States minimum acceptable qualifications.
Used to select employees who have the essential
qualifications.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Evaluations
Specify relative value of each job in the
organization.
Used to design equitable compensation program.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
The Multi-faceted Nature of Job Analysis
Almost all HRM activities are tied to job analysis.
Job analysis is the starting point for sound HRM.
Job Analysis
Fundamentals of Human Resource Management 8e,
DeCenzo and Robbins
Job Analysis and the Changing World of Work
Globalization, quality initiatives, telecommuting, and
teams require adjustments to the components of a
job.
Todays jobs often require not only technical skills
but interpersonal skills and communication skills as
well.