Job Analysis Hr p

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JOB ANALYSIS AND HUMAN

RESOURCE PLANNING

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Chapter Objectives

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Describe the components of a well-designed jobdescription

Describe the importance of succession planning.

Describe why job analysis is a basic human resourcetool.

Explain the reasons for conducting job analysis.

Describe the types of information required for job

analysis. Describe the various job analysis methods.

Explain strategic planning and the human resourceplanning process.

Describe some human resource forecasting techniques.


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Definitions3

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


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Definitions (Continued)4

Job analysis- systematic process of determining the

skills, duties, and knowledge required for performing

jobs in an organization Job descriptiondocument providing information

regarding tasks, duties, and responsibilities of job

Job specificationminimum qualifications to perform

a particular job


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Job Analysis: A Basic Human Resource

Management Tool5

Tasks Responsibilities Duties

Job

Analysis

JobDescriptions

Job

Specifications

Knowledge Skills Abilities

Human Resource Planning

Recruitment

SelectionTraining and Development

Performance Appraisal

Compensation and Benefits

Safety and Health

Employee and Labor RelationsLegal Considerations

Job Analysis for Teams


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Reasons For Conducting Job

Analysis6

Staffingwould be haphazard if recruiter did not know

qualifications needed for job

Training and Developmentif specification lists aparticular knowledge, skill, or ability, and the person

filling the position does not possess all the necessary

qualifications, training and/or development is needed

Compensation and Benefitsvalue of job must beknown before dollar value can be placed on it


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Reasons For Conducting Job Analysis

(Continued)7

Safety and Healthhelps identify safety and healthconsiderations

Employee and Labor Relationslead to moreobjective human resource decisions

Legal Considerationshaving done job analysisimportant for supporting legality of employmentpractices


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Summary of Types of Data Collected Through

Job Analysis8

Work Activitieswork activities and processes; activity records (in film

form, for example); procedures used; personal responsibility

Worker-oriented activitieshuman 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 intangiblesknowledge dealt with or applied

(as in accounting); materials processed; products made or services

performed

Work performanceerror analysis; work standards; work measurements,

such as time taken for a task

Job contextwork schedule; financial and nonfinancial incentives; physical

working conditions; organizational and social contexts

Personal requirements for the jobpersonal attributes such as

personality and interests; education and training required; work experience


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Conducting Job Analysis

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The people who participate in job analysis should

include, at a minimum:

The employee

The employees immediate supervisor

Other key stakeholders in the organization


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Job Description

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Job Identificationjob title, department, reporting

relationship, and job number or code

Job Analysis Dateaids in identifying job changesthat would make description obsolete

Job Summaryconcise overview of job

Duties Performedmajor duties


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Job Description (Continued)

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Job Specificationminimum qualifications person

should possess to perform a particular job

Expanded Job Descriptionlast duty shown, Andany other duty that may be assigned, is becoming THE

job description


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Job Analysis Methods

Questionnaires

Observation

Interviews

Employee recording

Combination of methods

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Other Job Analysis Methods13

U.S. Department of Labor Job Analysis Schedule

major component ofjob analysis scheduleis Work

Performed Ratings, which evaluates what workers do

with regard to data, people, and things

Functional Job Analysisconcentrates on

interactions among work, worker and organization

Position Analysis Questionnairestructured

questionnaire that uses checklist to identify job

elements


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Other Job Analysis Methods (Continued)14

Management Position Description Questionnaire

designed for management positions using checklist

method to analyze jobs

Guidelines Oriented Job Analysisstep-by-step

procedure for describing work of a particular job

classification


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STRATEGIC PLANNING&

HUMAN RESOURCES PLANNING

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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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Succession Planning

Planning to have the right

people on the Bus at theright time.

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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 Resources Panning20

Human Resource Planning

ForecastingHumanResourceRequirements

ComparingRequirementsand Availability

ForecastingHuman ResourceAvailability

Demand =

Supply

No Action Restricted Hiring,Reduced Hours,Early Retirement,

Layoff, Downsizing

Shortage of

Workers

Recruitment

Selection

Surplus of

Workers


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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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HR Forecasting Techniques

Zero-based forecasting

Justify back filling positions

Bottom-up approachProper lead time to back fill positions

Mathematical Model

Sales volume drives number of hires

Simulation

What if scenarios driving number of

hires

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Documents

Job Analysis Hr p