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