CHAPTER 5

Employment Planning and Job Analysis

DeCenzo and Robbins HRM 7th Edition

CHAPTER 5 TOPICS:
1: 2: 3: 4: 5: 6: 7: Employment planning importance Employment planning steps HRIS Labor supply and demand Job analysis techniques Conducting a job analysis Job analysis products
Job description, job specification, job evaluation

8: HRM and job analysis

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LOOK AT THE ADS YOU BROUGHT IN

CAN YOU IDENTIFY WHICH LEARNING OBJECTIVES ARE RELEVANT??

HANG ON TO THE ADS. WE WILL DO MORE WITH THEM LATER.

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1: EMPLOYMENT PLANNING
Right Right Right Right Right people numbers place skills motivation

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1: ORGANIZATIONAL CONTEXT
Mission Statement Gap analysis SWOT analysis
Strength Weakness Opportunity Threat

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2: HRM STRATEGIC DIRECTION

MISSION

GOALS/OBJECTIVES
STRATEGY STRUCTURE PEOPLE

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2: LINK STRATEGY TO HRM

Follow strategic direction Develop organization profile Know currently available skills
Support strategic direction New pursuits Change direction HRM 7th
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2: SKILLS GAP IDENTIFIED??

HRM compares needed and available skills for
Training Promotion Transfer Productivity improvement Succession planning
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3: HUMAN RESOURCE INFORMATION SYSTEMS

aka HRMS Global workforce information EEO compliance tracking Quick, relevant reports Nimble, competitive
See Exhibit 5-2
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Exhibit 5-2: Information Categories of Human Resource Management Systems

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3: HRIS USE REPLACEMENT CHARTS

Indicate
Depth Vulnerability

Identify
Career blocks/slowdowns Training/transfer needs
See Exhibit 5-3
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Exhibit 5-3: A sample Replacement Chart

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4: JOB ANALYSIS - LABOR DEMAND

Year by year
Job level Job type

Diversity
Knowledge Skills Abilities

Forecasting methods HOW???

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4: JOB ANALYSIS - LABOR DEMAND

90 80 70 60 50 40 30 20 10 0

Pro-forma HRI Match labor supply

IN OUT NEED
3rd Qtr 1st Qtr

Increase Decrease

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4: LABOR SUPPLY INCREASE SOURCES

New hires
Recent graduates Military returnees Migration Returns to workforce Unemployed

Contingency workers Transfers-in Returns from leave

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4: LABOR SUPPLY DECREASES DUE TO

Retirements Dismissals Transfers-out Layoffs Voluntary quits Sabbaticals Prolonged illnesses Death
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4: LABOR DECREASE CONSIDERATIONS

Predictability Effects on
Productivity Morale

Lead time

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4: CANT MATCH LABOR SUPPLY AND DEMAND??

Shortages
Change long term objectives Short term effects
Quantity Quality Schedules

Oversupply
Decruitment Downsizing
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4: BETTER SOLUTIONS..
Outsourcing Continuous improvement Rightsizing Work process engineering Flexible workforce

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5: JOB ANALYSIS TECHNIQUES

Diary Individual interview Group interview Observation Structured questionnaire Technical conference

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5: STRUCTURED JOB ANALYSIS TECHNIQUES

DOL Job Analysis Process
Exhibit 5-6

Fines Functional Job Analysis Variation

Exhibit 5-8

Position Analysis Questionnaire (PAQ)

Exhibit 5-9

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Exhibit 5-6: Department of Labor Job Analysis Process

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Exhibit 5-8: Fines Functional Job Analysis (FJA) Scale

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Exhibit 5-9: Categories and Their Number of Job Elements of the PAQ

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5: DOL JOB ANALYSIS PROCESS

Work functions
Data People Things

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5: POSITION ANALYSIS QUESTIONNAIRE

Information input Mental processes Work output Relationships with other people Job context Other job characteristics
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5: STEPS IN JOB ANALYSIS

Understand
Purpose Role of jobs

Benchmark positions Determine how to collect information Seek clarification THEN...

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5: MORE STEPS IN JOB ANALYSIS

Develop draft Review draft with supervisor
OK Revise
See Exhibit 5-5

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Exhibit 5-5: Steps in a Job Analysis

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7: JOB ANALYSIS OUTCOMES

Job description

Job specification

Job evaluation

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7: JOB DESCRIPTION
Focus on the job Written statement
What is done How Why

Includes
Job content Environment Conditions of employment

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7: TYPICAL JOB DESCRIPTION FORMATS

Job title Duties Distinguishing characteristics Authority Responsibilities

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7: JOB DESCRIPTIONS ARE USEFUL FOR

Recruiters New hires Performance appraisals ADA identifying essential job functions

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7: JOB SPECIFICATION
Focus on the person who does the job Identifies minimum incumbent qualifications Knowledge, skills, education, experience, certification, abilities Personality DeCenzo and Robbins HRM 7th
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7: JOB EVALUATION
Establish job comparability
Compensation Relative value

ADA Competitive analysis

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8: IT TAKES GOOD JOB ANALYSIS TO PERFORM

THESE HR FUNCTIONS WELL: Recruiting Selection Strategic human resource planning Employee training AND.
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8: MORE HR FUNCTIONS NEED JOB ANALYSIS

Employee development Career development Performance appraisal Compensation Safety and health Labor relations
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8: WHAT OTHER HR FUNCTIONS ARE THERE??

I CANT THINK OF ANY.

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8: HR RESPONSIVENESS TO CHANGE
New job components
Globalization Technology (What else??)

Team skills
Technical Interpersonal Job morphing
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QUICK: REVIEW CHAPTER 5

LOOK AT THE 2 ADS YOU BROUGHT IN. WITH WHAT YOU NOW KNOW ABOUT JOB ANALYSIS, IDENTIFY GOOD/POOR FEATURES OF
JOB SPECIFICATION JOB DESCRIPTION

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PREVIEW: CHAPTER 6
HOW DID YOU FIND OUT ABOUT YOUR LAST 3 JOBS? IF YOU HAVE NOT HAD 3 JOBS, ASK A PARENT OR FRIEND OR PROFESSOR.
Bring these with you to class next time.

NEXT TOPIC??

RECRUITING 41

DeCenzo and Robbins HRM 7th Edition

Exhibit 5-1: The Strategic DirectionHuman Resource Linkage

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Exhibit 5-4: Employment Planning and the Strategic Planning Process

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Exhibit 5-7: Excerpts from a Department of Labor Job Narrative

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Exhibit 5-11: The Multifaceted Nature of the Job Analysis

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