Lecture Fundamentals of human resource management (11th Edition): Chapter 5

After reading chapter 5, you should be able to: Discuss how to plan for human resources needed to carry out the organization''s strategy, determine the labor demand for workers in various job categories, summarize the advantages and disadvantages of ways to eliminate a labor surplus and avoid a labor shortage, describe recruitment policies organizations use to make job vacancies more attractive.

Fundamentals of Human Resource Management 11e Chapter Human Resource Planning and Job Introduction 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  tasksthatwillhelptheorganizationachieveitsoverall strategicobjectives FundamentalsofHumanResource Introduction Đ HRplanningmustbe Linkedtotheorganizationsoverallstrategyto compete domestically and globally  Translated into the number and types of workers  needed   Senior HRM staff need to lead top management in  planning for HRM issues Fundamentals of Human Resource  An Organizational Framework § A mission statement defines what business  the organization is in, including  • • • Why it exists  Who its customers are Strategic goals set by senior management to  establish targets for the organization to achieve  Goals are generally defined for the next 5­20 years Fundamentals of Human Resource  LinkingOrganizationalStrategyto HRPlanning Đ Duringacorporateassessment: SWOTAnalysisdetermineswhatisneededto meetobjectives Đ Đ § § Strengths Weaknesses Opportunities Threats  HRM determines what knowledge, skills, and abilities are needed by the  organization’s human resources through a job analysis Fundamentals of Human Resource  Linking Organizational Strategy to  HR Planning STRATEGIC DIRECTION mission objectives and goals HR LINKAGE determining organization’s business setting goals and objectives strategy determining how to attain goals and objectives structure determining what jobs need to be done and by whom people Fundamentals of Human Resource  matching skills, knowledge, and abilities to required jobs Linking Organizational Strategy to  HR Planning HR must ensure staff levels meet strategic   planning goals.  • • An HR inventory report summarizes information  on current workers and their skills  HR information systems (HRIS)  § § § Process employee information  Quickly generate analyses and reports Provide compensation/benefits support  FundamentalsofHumanResource LinkingOrganizationalStrategyto HRPlanning Đ Successionplanningincludesthedevelopment ofreplacementchartsthat Portraymiddleưtoupperưlevelmanagementpositionsthat may become vacant in the near future  List information about individuals who might qualify to fill  the positions   Fundamentals of Human Resource  Linking Organizational Strategy to  HR Planning HR must forecast staff requirements:  § § HR creates an inventory of future staffing needs for  job level and type, broken down by year  Forecasts must detail the specific knowledge, skills,  and abilities needed, not just “we need 25 new  employees”   Fundamentals of Human Resource  Linking Organizational Strategy to  HR Planning HR predicts the future labor supply:  § A unit’s supply of human resources comes from: • • • • § § New hires Contingent workers Transfers­in 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  Fundamentals of Human Resource  10 Linking Organizational Strategy to  HR Planning Candidates come from  • • • • Migration into a community Recent graduates Individuals returning from military service Increases in the number of unemployed and employed  individuals seeking other opportunities, either part­time or  full­time The potential labor supply can be expanded by formal or  on­the­job training Fundamentals of Human Resource  12 Linking Organizational Strategy to  HR Planning To match labor demand and supply, HR  § § § Compares forecasts for demand and supply of  workers  Monitors current and future shortages, and  overstaffing. Sometimes, strategic goals must change  as a result Uses downsizing to reduce supply and balance  demand  Fundamentals of Human Resource  13 Linking Organizational Strategy to  HR Planning Employment Planning and the Strategic Planning  Process demand for labor define organization mission establish corporate goals and objectives - assess current human resources HRMS: job analysis compare demand for and supply of human resources Outcomes demand exceeds supply supply exceeds demand supply of human resources Fundamentals of Human Resource  14 recruitment decruitment Job Analysis 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  Click here to see a sample job analysis Fundamentals of Human Resource  15 Job Analysis Job Analysis Methods  § § § § § § observation– job analyst watches employees directly or reviews film of  workers on the job  individual interview– a team of job incumbents is selected and  extensively interviewed  group interview– a number of job incumbents are interviewed  simultaneously  structured questionnaire– workers complete a specifically designed  questionnaire  technical conference– uses supervisors with an extensive knowledge of  the job  diary– job incumbents record their daily activities  The best results are usually achieved with some combination of methods 16 Fundamentals of Human Resource  Job Analysis understand the purpose of the job analysis understand the roles of jobs in the organization benchmark positions review draft with supervisor develop draft seek clarification determine how to collect job analysis information Fundamentals of Human Resource  17 Job Analysis § Occupational Information Network • O*NET Content Model See online at http://online.onetcenter.org/ Fundamentals of Human Resource  18 Job Analysis Position Analysis Questionnaire (PAQ)  § § § Jobs are rated on 194 elements, grouped in six major  divisions and 28 sections  The elements represent requirements applicable to all  types of jobs  Its quantitative structure allows many job  comparisons, however, it appears to apply to only  higher­level jobs  Fundamentals of Human Resource  19 Job Analysis Job descriptions list:  § § § § Job title Job identification Job duties/essential functions in order of importance Job specifications ­ minimal qualifications for job   They are critical to: § § § § Describing job to candidates Guiding new­hires Developing performance evaluation criteria Evaluating job’s compensation worth Fundamentals of Human Resource  20 Job Analysis Almost all HRM  activities are tied to  job analysis; it is the  starting point for  sound HRM recruiting labor relations selection HR planning safety & health job analysis job description job specifications compensation employee development employee training performance management career development FundamentalsofHumanResource 21 JobDesign Đ JobDesignishowapositionanditstasksare organized.Everyjobshould Beorganizedtoprovideasenseofpurposeand accomplishment Haveaclearrelationshiptotheorganizational purposeandmission FundamentalsofHumanResource 22 JobEnrichment Đ JobEnrichmentmotivatesthrough Skillvariety Task identity • Task significance   • Autonomy • Feedback from job itself If you want people to do a good job, give them a good job to do… Frederick Herzberg FundamentalsofHumanResource 23 FlexibleWorkSchedules Đ Typesofflexibleschedules: Compressedworkweek Flextime JobSharing Telecommuting FundamentalsofHumanResource 24 JobDesignandTeams Đ Effectiveworkteams • Are flexible Continually make adjustments Have competent individuals with appropriate skills § § § • Technical Teamwork Interpersonal  Good feedback Fundamentals of Human Resource  25 True or False? HR planning must be separate from the organization’s overall strategy False! A mission statement defines what business the organization is in True! To forecast staff requirements, HR creates an inventory of future staffing needs for job level and type, broken down by decade False! Job analysis is a systematic exploration of the activities within a job True! A position analysis questionnaire is more qualitative than quantitative in nature False! Job design is how a position and its tasks are organized True! Fundamentals of Human Resource  26 ... current human resources HRMS: job analysis compare demand for and supply of human resources Outcomes demand exceeds supply supply exceeds demand supply of human resources Fundamentals of Human Resource ... Frederick Herzberg Fundamentals of Human Resource 23 FlexibleWorkSchedules Đ Typesofflexibleschedules: Compressedworkweek Flextime JobSharing Telecommuting FundamentalsofHumanResource 24 JobDesignandTeams... information Fundamentals of Human Resource 17 Job Analysis § Occupational Information Network • O*NET Content Model See online at http://online.onetcenter.org/ Fundamentals of Human Resource