unit ii - hrpa - manpower planning

8/7/2019 UNIT II - HRPA - manpower planning

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UNIT II

Manpower Forecasting Methods& Trends


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Demand Forecasting Methods

Delphi MethodRegression AnalysisTime Series Analysis

Linear Programming MethodManagerial JudgementWork Study TechniqueRatio Analysis

Trend AnalysisEconometric ModelComputerized


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Trend Analysis

In trend analysis, the future demand for humanresources is projected on the basis of pastbusiness trends regarding a business factor.


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Ratio Analysis Ratio analysis is the process of determining future HR demand

by computing an exact ratio between the specific businessfactor and the number of employees needed. It thus provides amore precise estimate than trend analysis.

For instance, the demand for professors at a university could beforecast on the basis of the student-faculty ratio. Suppose that

a university has 10,000 students and 500 professors; thestudent-faculty ratio is thus 10,000:500 or 20:1. This ratiomeans that for every 20 students, the university needs 1professor. If the university anticipates a student enrollmentincrease of 1,000 for next year, it would need to hire 50(1000/20) new professors.

This is in addition to any hiring needed to fill vacancies fromexisting faculty who might leave in the meantime.


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Supply Forecasting

Skills Inventory

Replacement Charts

Su

ccession PlanningFlow Modelling / Markov Analysis

Computer Simulations


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Job Analysis Definition - Detailed examination of the

(1) tasks (performance elements) that make up ajob (employee role),

(2) conditions under which they are performed,and

(3) what the job requires in terms of aptitudes(potential for achievement), attitudes (behavior

characteristics), knowledge, skills, and thephysical condition of the employee.


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Objectives of JA

(a) determination of the most efficientmethods of doing a job,

(b) enhancement of the employee's job

satisfaction, (c) improvement in training methods, (d) development of performance measurement

systems, and

(e) matching of job-specifications with theperson-specifications in employee selection.


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Comprehensive job analysis begins with the studyof the organization itself: its purpose, design andstructure, inputs and outputs, internal and

external environments, and resource constraints. It is the first step in a thorough understanding

of the job and forms the basis of job descriptionwhich leads to job specification.

Also called human resource audit, job study, oroccupational analysis.


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An Input-Output Model of

Job Analysis vertical dimension ofthe model is the person-job relationship

horizontal dimension ofthe model is theorganization-jobrelationship


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Methods and Sources ofJob Information

METHODSinterviews with incumbentsand supervisors,questionnaires (structured,open-ended, or both),observation, critical incidentinvestigations, and gatheringbackground information suchas duty statements

SOURCES Knowledgeable incumbents Supervisors Technical experts

O

thers that deal with theincumbents of the job. Policies and procedures

manuals Literature regarding the job,

both from within the

organization and outside theorganization Where equipment plays a

large part of the job, thedesign specifications


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Importance of Job Analysis

helps in analyzing the resources andestablishing the strategies to accomplish thebusiness goals and strategic objectives.

forms the basis for demand-supply analysis,recruitments, compensation management, and

training need assessment and performanceappraisal.


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Components of Job Analysis

Job position refers to the designation of thejob and employee in the organization.

Job description refers the requirements anorganization looks for a particular jobposition.

Job Worth refers to how much the jobcontributes to the organization.


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Job Analysis Matrix


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JOB DESCRIPTION

Definition - Broad, general, and writtenstatement of a specific job, based on the findingsof a job analysis.

It generally inclu

des du

ties, pu

rpose,responsibilities, scope, and working conditions ofa job along with the job's title, and the name ordesignation of the person to whom the employeereports.

Job description usually forms the basis of jobspecification.


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JOBSPECIFICATION

Definition - Derived from job analysis, it is astatement of employee characteristics andqualifications required for satisfactory

performance of defined duties and taskscomprising a specific job or function.


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Components of a JobSpecification

Experience

Education

Required Skills, Knowledge andCharacteristics

High Level Overview of Job

Requirements

unit ii - hrpa - manpower planning

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