4 io postscript to job analysis
Post on 06-May-2015
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POSTSCRIPT: JOB ANALYSIS
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Job Analysis: A Basic Human Resource Management Tool
Tasks Responsibilities Duties
Job Analysis
Job Descriptions
Job Specifications
Knowledge Skills Abilities
Human Resource Planning
Recruitment
Selection
Training and Development
Performance Appraisal
Compensation and Benefits
Safety and Health
Employee and Labor Relations
Legal Considerations
Job Analysis for Teams
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Timeliness of Job Analysis
Rapid pace of technological change makes need for accurate job analysis even more important now and in the future.
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STRATEGIC PLANNING
The process by which top management determines overall organizational purposes and objectives and how they are to be achieved
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HUMAN RESOURCE PLANNING
The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed
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HUMAN RESOURCE PLANNING PROCESSEXTERNAL ENVIRONMENTINTERNAL ENVIRONMENT
Strategic Planning
Human Resource Planning
Forecasting Human Resource Requirements
Comparing Requirements and Availability
Forecasting Human Resource Availability
Surplus of Workers
Demand = Supply
No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing
Shortage of Workers
Recruitment
Selection
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Forecasting HR Requirements• Estimate of numbers and kinds of employees the
organization will need at future dates• Demand for firm’s goods or services must be forecast• Forecast is then converted into people requirements
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Forecasting HR Availability
• Determining whether the firm will be able to secure employees with the necessary skills, and from what sources these individuals may be obtained
• Show whether the needed employees may be obtained from within the company, from outside the organization, or from a combination of the two sources
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Surplus of Employees
• Restricted hiring – employees who leave are not replaced
• Reduced hours• Early retirement• Layoffs
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Shortage of Workers Forecasted
• Creative recruiting• Compensation incentives – premium pay is
one method• Training programs – prepare previously
unemployable people for positions• Different selection standards – alter current
criteria
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Human Resource Information Systems (HRIS)
Virtually all HR management functions can be enhanced through the use of an HRIS – any organized approach for obtaining relevant and time information on which to base HR decisions
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HUMAN RESOURCE INFORMATION SYSTEMGoal: Integrate Core Processes into Seamless System
Input Data Types
Job Analysis
Recruitment
Selection/Job Posting/ Employee Referral
T&D
Performance Appraisal
Compensation
Benefits
Safety
Health
Labor Relations
Employee Relations
Output Data Uses*
Employee Tracking
Diversity Programs
Hiring Decisions
Training Programs/E-learning/Management Succession
Compensation Programs
Benefit Programs (e.g., prescription drug programs)
Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies
Employee Services
Organizational Strategic Plans
Human Resource
Management Plans
Contribute Toward Achievement of:
Human Resource
Information System
*Certain data are available to employees at work or at home. Examples: supervisors might access just-in-time training for conducting performance appraisal reviews. Operative employees might enter time and labor data.
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Job Design
• Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization
• Job enrichment - Basic changes in the content and level of responsibility of a job, so as to provide greater challenge to the worker
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Job Design
• Job enlargement - Changes in the scope of a job to provide greater variety to the worker
• Reengineering – Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance, such as cost, quality, service and speed
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