Sie sind auf Seite 1von 45

CHAPTER 5

Employment Planning
and Job Anal ysis

DeCenzo and Robbins HRM 7th Edition 1


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

DeCenzo and Robbins HRM 7th Edition 2


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.

DeCenzo and Robbins HRM 7th Edition 3


1: EMPLOYMENT
PLANNING

❚ Right people
❚ Right numbers
❚ Right place
❚ Right skills
❚ Right motivation

DeCenzo and Robbins HRM 7th Edition 4


1: ORGANIZATIONAL
CONTEXT

❚ Mission Statement
❚ Gap analysis
❚ SWOT analysis
❙ Strength
❙ Weakness
❙ Opportunity
❙ Threat

DeCenzo and Robbins HRM 7th Edition 5


2: HRM STRATEGIC
DIRECTION

❚ MISSION

❚ GOALS/OBJECTIVES

❚ STRATEGY

❚ STRUCTURE

❚ PEOPLE

DeCenzo and Robbins HRM 7th Edition 6


2: LINK STRATEGY TO
HRM

❚ Follow strategic
direction
❚ Develop organization
profile
❚ Know currently
available skills
❙ Support strategic
direction
❙ New pursuits
❙ Change direction

DeCenzo and Robbins HRM 7th Edition 7


2: SKILLS GAP
IDENTIFIED??

❚ HRM compares
needed and
available skills for
❙ Training
❙ Promotion
❙ Transfer
❙ Productivity
improvement
❙ Succession planning

DeCenzo and Robbins HRM 7th Edition 8


3: HUMAN RESOURCE
INFORMATION SYSTEMS

❚ aka HRMS
❚ Global workforce
information
❚ EEO compliance
tracking
❚ Quick, relevant
reports
❚ Nimble, competitive
❙ See Exhibit 5-2

DeCenzo and Robbins HRM 7th Edition 9


Exhibit 5-2: Information Categories of Human Resource
Management Systems

DeCenzo and Robbins HRM 7th Edition 10


3: HRIS USE -
REPLACEMENT CHARTS

❚ Indicate
❙ Depth
❙ Vulnerability
❚ Identify
❙ Career
blocks/slowdowns
❙ Training/transfer
needs

• See Exhibit 5-3

DeCenzo and Robbins HRM 7th Edition 11


Exhibit 5-3: A sample Replacement Chart

DeCenzo and Robbins HRM 7th Edition 12


4: JOB ANALYSIS - LABOR
DEMAND

❚ Year by year
❙ Job level
❙ Job type
? ❚ Diversity
❙ Knowledge
❙ Skills
❙ Abilities
❚ Forecasting methods
❚ HOW???

DeCenzo and Robbins HRM 7th Edition 13


4: JOB ANALYSIS - LABOR
DEMAND

90 ❚ Pro-forma HRI
80
70
❚ Match labor supply
60 ❙ Increase
50
40 IN ❙ Decrease
30 OUT
20
10 NEED
0

1st Qtr3rd Qtr

DeCenzo and Robbins HRM 7th Edition 14


4: LABOR SUPPLY
INCREASE SOURCES

❚ New hires
❙ Recent graduates
❙ Military returnees
❙ Migration
❙ Returns to workforce
❙ Unemployed
❚ Contingency workers
❚ Transfers-in
❚ Returns from leave

DeCenzo and Robbins HRM 7th Edition 15


4: LABOR SUPPLY
DECREASES DUE TO

❚ Retirements
❚ Dismissals
❚ Transfers-out
❚ Layoffs
❚ Voluntary quits
❚ Sabbaticals
❚ Prolonged illnesses
❚ Death
DeCenzo and Robbins HRM 7th Edition 16
4: LABOR DECREASE
CONSIDERATIONS

❚ Predictability
❚ Effects on
❙ Productivity
❙ Morale
❚ Lead time

DeCenzo and Robbins HRM 7th Edition 17


4: CAN’T MATCH LABOR
SUPPLY AND DEMAND??

❚ Shortages
❙ Change long term
objectives
❙ Short term effects
❘ Quantity
❘ Quality
❘ Schedules
❚ Oversupply
❙ Decruitment
❙ Downsizing

DeCenzo and Robbins HRM 7th Edition 18


4: BETTER SOLUTIONS…..

❚ Outsourcing
❚ Continuous
improvement
❚ Rightsizing
❚ Work process
engineering
❚ Flexible workforce

DeCenzo and Robbins HRM 7th Edition 19


5: JOB ANALYSIS
TECHNIQUES

❚ Diary
❚ Individual interview
❚ Group interview
❚ Observation
❚ Structured
questionnaire
❚ Technical
conference

DeCenzo and Robbins HRM 7th Edition 20


5: STRUCTURED JOB
ANALYSIS TECHNIQUES

❚ DOL Job Analysis


Process
• Exhibit 5-6

❚ Fine’s Functional Job


Analysis Variation
• Exhibit 5-8

❚ Position Analysis
Questionnaire (PAQ)
• Exhibit 5-9

DeCenzo and Robbins HRM 7th Edition 21


Exhibit 5-6: Department of Labor Job Analysis Process

DeCenzo and Robbins HRM 7th Edition 22


Exhibit 5-8: Fine’s Functional Job Analysis (FJA) Scale

DeCenzo and Robbins HRM 7th Edition 23


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

DeCenzo and Robbins HRM 7th Edition 24


5: DOL JOB ANALYSIS
PROCESS

❚ Work functions
❙ Data
❙ People
❙ Things

DeCenzo and Robbins HRM 7th Edition 25


5: POSITION ANALYSIS
QUESTIONNAIRE

❚ Information input
❚ Mental processes
❚ Work output
❚ Relationships with
other people
❚ Job context
❚ Other job
characteristics

DeCenzo and Robbins HRM 7th Edition 26


5: STEPS IN JOB
ANALYSIS

❚ Understand
❙ Purpose
❙ Role of jobs
❚ Benchmark
positions
❚ Determine how to
collect information
❚ Seek clarification
❚ THEN...
DeCenzo and Robbins HRM 7th Edition 27
5: MORE STEPS IN JOB
ANALYSIS

❚ Develop draft
❚ Review draft with
supervisor
❙ OK
❙ Revise

• See Exhibit 5-5

DeCenzo and Robbins HRM 7th Edition 28


Exhibit 5-5: Steps in a Job Analysis

DeCenzo and Robbins HRM 7th Edition 29


7: JOB ANALYSIS
OUTCOMES

❙ Job description

❙ Job specification

❙ Job evaluation

DeCenzo and Robbins HRM 7th Edition 30


7: JOB DESCRIPTION

❚ Focus on the job


❚ Written statement
❙ What is done
❙ How
❙ Why
❚ Includes
❙ Job content
❙ Environment
❙ Conditions of
employment

DeCenzo and Robbins HRM 7th Edition 31


7: TYPICAL JOB
DESCRIPTION FORMATS

❚ Job title
❚ Duties
❚ Distinguishing
characteristics
❚ Authority
❚ Responsibilities

DeCenzo and Robbins HRM 7th Edition 32


7: JOB DESCRIPTIONS
ARE USEFUL FOR

❚ Recruiters
❚ New hires
❚ Performance
appraisals
❚ ADA identifying
essential job
functions

DeCenzo and Robbins HRM 7th Edition 33


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 Edition 34


7: JOB EVALUATION

❚ Establish job
comparability
❙ Compensation
❙ Relative value
❚ ADA
❚ Competitive
analysis

DeCenzo and Robbins HRM 7th Edition 35


8: IT TAKES GOOD JOB
ANALYSIS TO PERFORM

❚ THESE HR
FUNCTIONS WELL:
❚ Recruiting
❚ Selection
❚ Strategic human
resource planning
❚ Employee training
❚ AND….

DeCenzo and Robbins HRM 7th Edition 36


8: MORE HR FUNCTIONS
NEED JOB ANALYSIS

❚ Employee
development
❚ Career development
❚ Performance appraisal
❚ Compensation
❚ Safety and health
❚ Labor relations

DeCenzo and Robbins HRM 7th Edition 37


8: WHAT OTHER HR
FUNCTIONS ARE THERE??

❚ I CAN’T THINK OF
ANY….

DeCenzo and Robbins HRM 7th Edition 38


8: HR RESPONSIVENESS
TO CHANGE

❚ New job
components
❙ Globalization
❙ Technology
❙ (What else??)
❚ Team skills
❙ Technical
❙ Interpersonal
❙ Job morphing

DeCenzo and Robbins HRM 7th Edition 39


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

DeCenzo and Robbins HRM 7th Edition 40


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

DeCenzo and Robbins HRM 7th Edition 41


Exhibit 5-1: The Strategic Direction—Human Resource Linkage

DeCenzo and Robbins HRM 7th Edition 42


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

DeCenzo and Robbins HRM 7th Edition 43


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

DeCenzo and Robbins HRM 7th Edition 44


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

DeCenzo and Robbins HRM 7th Edition 45