Professional Documents
Culture Documents
Employment Planning
and Job Anal ysis
❚ HANG ON TO THE
ADS. WE WILL DO
MORE WITH THEM
LATER.
❚ Right people
❚ Right numbers
❚ Right place
❚ Right skills
❚ Right motivation
❚ Mission Statement
❚ Gap analysis
❚ SWOT analysis
❙ Strength
❙ Weakness
❙ Opportunity
❙ Threat
❚ MISSION
❚ GOALS/OBJECTIVES
❚ STRATEGY
❚ STRUCTURE
❚ PEOPLE
❚ Follow strategic
direction
❚ Develop organization
profile
❚ Know currently
available skills
❙ Support strategic
direction
❙ New pursuits
❙ Change direction
❚ HRM compares
needed and
available skills for
❙ Training
❙ Promotion
❙ Transfer
❙ Productivity
improvement
❙ Succession planning
❚ aka HRMS
❚ Global workforce
information
❚ EEO compliance
tracking
❚ Quick, relevant
reports
❚ Nimble, competitive
❙ See Exhibit 5-2
❚ Indicate
❙ Depth
❙ Vulnerability
❚ Identify
❙ Career
blocks/slowdowns
❙ Training/transfer
needs
❚ Year by year
❙ Job level
❙ Job type
? ❚ Diversity
❙ Knowledge
❙ Skills
❙ Abilities
❚ Forecasting methods
❚ HOW???
90 ❚ Pro-forma HRI
80
70
❚ Match labor supply
60 ❙ Increase
50
40 IN ❙ Decrease
30 OUT
20
10 NEED
0
❚ New hires
❙ Recent graduates
❙ Military returnees
❙ Migration
❙ Returns to workforce
❙ Unemployed
❚ Contingency workers
❚ Transfers-in
❚ Returns from leave
❚ 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
❚ Shortages
❙ Change long term
objectives
❙ Short term effects
❘ Quantity
❘ Quality
❘ Schedules
❚ Oversupply
❙ Decruitment
❙ Downsizing
❚ Outsourcing
❚ Continuous
improvement
❚ Rightsizing
❚ Work process
engineering
❚ Flexible workforce
❚ Diary
❚ Individual interview
❚ Group interview
❚ Observation
❚ Structured
questionnaire
❚ Technical
conference
❚ Position Analysis
Questionnaire (PAQ)
• Exhibit 5-9
❚ Work functions
❙ Data
❙ People
❙ Things
❚ Information input
❚ Mental processes
❚ Work output
❚ Relationships with
other people
❚ Job context
❚ Other job
characteristics
❚ 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
❙ Job description
❙ Job specification
❙ Job evaluation
❚ Job title
❚ Duties
❚ Distinguishing
characteristics
❚ Authority
❚ Responsibilities
❚ Recruiters
❚ New hires
❚ Performance
appraisals
❚ ADA identifying
essential job
functions
❚ Establish job
comparability
❙ Compensation
❙ Relative value
❚ ADA
❚ Competitive
analysis
❚ THESE HR
FUNCTIONS WELL:
❚ Recruiting
❚ Selection
❚ Strategic human
resource planning
❚ Employee training
❚ AND….
❚ Employee
development
❚ Career development
❚ Performance appraisal
❚ Compensation
❚ Safety and health
❚ Labor relations
❚ I CAN’T THINK OF
ANY….
❚ New job
components
❙ Globalization
❙ Technology
❙ (What else??)
❚ Team skills
❙ Technical
❙ Interpersonal
❙ Job morphing