Human Resource Management ESSENTIAL PERSPECTIVES © 2005 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Truong Thi Lan Anh Human Resource planning and Job analysis Section 2 Robert L. Mathis  John H. Jackson © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–2 Learning Objectives After you study this section, you should be able to: – Define HR planning, and outline the HR planning process. – Identify factors to be considered in forecasting the supply and demand for human resources in an organization. – Discuss several ways to manage a surplus of human resources. – Identify what a human resource information system (HRIS) is and why it is useful when doing HR planning. © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–3 Learning Objectives (Con’t.) – Explain how changing job characteristics can be used to improve jobs. – Discuss different approaches to job analysis, e.g. workflow, task-based, and competency analysis. – List and explain four job analysis methods. – Identify the five steps in conducting a job analysis. – Write a job description and the job specifications for it. Attracting candidates HR planning: •Which positions/jobs are vacant? •Which sources can provide candidates? Job analysis: •Which requirements to accomplish these positions/jobs? © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–4 Factors That Determine HR Plans Figure 2–3 © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–5 Human Resource Planning  Human Resource (HR) Planning – The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.  HR Planning Responsibilities – Top HR executive and subordinates gather information from other managers to use in the development of HR projections for top management to use in strategic planning and setting organizational goals © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–6 Typical Division of HR Responsibilities in HR Planning Figure 2–5 © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–7 Human Resource Planning (cont’d)  Small Business and HR Planning Issues – Attracting and retaining qualified outsiders – Management succession between generations of owners – Evolution of HR activities as business grows – Family relationships and HR policies © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–8 HR Planning Process Figure 2–6 © 2005 Southwestern College Publishing. All rights reserved. Lan Anh 2–9 HR Planning Process  HR Strategies – The means used to anticipate and manage the supply of and demand for human resources. • Provide overall direction for the way in which HR activities will be developed and managed. Overall Strategic Plan Human Resources Strategic Plan HR Activities HR Planning Process Company Strategy What staff do we need to do the job? What staff is available within our organization? Is there a match? If not, what type of people do we need, and how should we recruit them? Job Analysis • Performance appraisal • Company data banks • Training • Employee management and development What is impact on wage and salary program? Source: www.ExploreHR.org [...]... Developing Jobs for Individuals and Teams  Job Design – Organizing tasks, duties, and responsibilities into a productive unit of work Job Design Job Performance Job Satisfaction © 2005 Southwestern College Publishing All rights reserved Lan Anh Physical and Mental Health 2–35 Nature of Job Design  Job Enlargement – Broadening the scope of a job by expanding the number of different tasks to be performed  Job. .. state of HR management in an organization – Audit areas: • • • • • • • • • • • Legal compliance (e.g Labor Law, Union Law, etc.) Current job specifications and descriptions Valid recruiting and selection process Formal wage and salary system Employee benefits Employee handbook Absenteeism and turnover control Grievance resolution process Orientation program Training and development Performance management. .. Forecasting HR Supply and Demand  Forecasting the Demand for Human Resources – Organization-wide estimate for total demand – Unit breakdown for specific skill needs by number and type of employee • Develop decision rules (“fill rates”) for positions to be filled internally and externally • Develop additional decision rules for positions impacted by the chain effects of internal promotions and transfers ... College Publishing All rights reserved Lan Anh 2–30 HR Management and Jobs  Dividing Work into Jobs – Work • Effort directed toward producing or accomplishing results – Job • A grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee  Workflow Analysis – A study of the way work (inputs, activities, and outputs) moves through an organization © 2005 Southwestern... for Human Resources – External Supply – Internal Supply © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–18 Forecasting HR Supply and Demand  Forecasting External HR Supply – Factors affecting external • • • • • • • • •  Net migration for an area Individuals entering and leaving the workforce Individuals graduating from schools and colleges Changing workforce composition and patterns... the scope of a job by expanding the number of different tasks to be performed  Job Enrichment – Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job  Job Rotation – The process of shifting a person from job to job © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–36 ... opportunities and threats  Environment Changes Impacting HR – Governmental regulations – Economic conditions – Geographic and competitive concerns – Workforce composition © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–12 Internal Assessment of the Organizational Workforce  Auditing Jobs and Skills – What jobs exist now? – How many individuals are performing each job? – How essential... College Publishing All rights reserved Lan Anh 2–31 Job Issues and HR Approaches Figure 6–1 © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–32 Influences Affecting Jobs, People, and Related HR Policies Figure 6–2 © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–33 Homework  Seek and bring to class at least 1 bad and 1 good RECRUITMENT ADVERTISING (from magazines... reserved Lan Anh 2–22 Managing Human Resource Surplus or Shortage  Workforce Realignment (cont’d) – Positive consequences • Increase competitiveness • Increased productivity – Negative consequences • Cannibalization of HR resources • Loss of specialized skills and experience • Loss of growth and innovation skills – Managing survivors • Provide explanations for actions and the future • Involve survivors... (KSAs) – Components of an organizational capabilities inventory • Workforce and individual demographics • Individual employee career progression • Individual job performance data © 2005 Southwestern College Publishing All rights reserved Lan Anh 2–14 Forecasting HR Supply and Demand  Forecasting – The use of information from the past and present to identify expected future conditions  Forecasting Methods . job analysis. – Write a job description and the job specifications for it. Attracting candidates HR planning: •Which positions/jobs are vacant? •Which sources can provide candidates? Job. changing job characteristics can be used to improve jobs. – Discuss different approaches to job analysis, e.g. workflow, task-based, and competency analysis. – List and explain four job analysis. rights reserved. Lan Anh 2–5 Human Resource Planning  Human Resource (HR) Planning – The process of analyzing and identifying the need for and availability of human resources so that the organization