Ch05 Employme Plan Job Anal
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CHAPTER 5
Employment Planning and Job Anal ysis
DeCenzo and Robbins HRM 7th Edition
1
CHAPTER 5 TOPICS: ❘ ❘ ❘ ❘ ❘ ❘ ❘
1: 2: 3: 4: 5: 6: 7:
Employment planning importance Employment planning steps HRIS Labor supply and demand Job analysis techniques Conducting a job analysis Job analysis products – Job description, job specification, job evaluation
❘ 8: HRM and job analysis
DeCenzo and Robbins HRM 7th Edition
2
LOOK AT THE ADS YOU BROUGHT IN ❚ CAN YOU IDENTIFY WHICH LEARNING OBJECTIVES ARE RELEVANT?? ❚ HANG ON TO THE ADS. WE WILL DO MORE WITH THEM LATER. DeCenzo and Robbins HRM 7th Edition
3
1: EMPLOYMENT PLANNING ❚ ❚ ❚ ❚ ❚
Right Right Right Right Right
people numbers place skills motivation
DeCenzo and Robbins HRM 7th Edition
4
1: ORGANIZATIONAL CONTEXT ❚ Mission Statement ❚ Gap analysis ❚ SWOT analysis ❙ ❙ ❙ ❙
Strength Weakness Opportunity Threat
DeCenzo and Robbins HRM 7th Edition
5
2: HRM STRATEGIC DIRECTION ❚ MISSION ❚ GOALS/OBJECTIVES ❚ STRATEGY ❚ STRUCTURE ❚ PEOPLE DeCenzo and Robbins HRM 7th Edition
6
2: LINK STRATEGY TO HRM ❚ Follow strategic direction ❚ Develop organization profile ❚ Know currently available skills ❙ Support strategic direction ❙ New pursuits ❙ Change direction DeCenzo and Robbins HRM 7th Edition
7
2: SKILLS GAP IDENTIFIED?? ❚ HRM compares needed and available skills for Training Promotion Transfer Productivity improvement ❙ Succession planning ❙ ❙ ❙ ❙
DeCenzo and Robbins HRM 7th Edition
8
3: HUMAN RESOURCE INFORMATION SYSTEMS ❚ aka HRMS ❚ Global workforce information ❚ EEO compliance tracking ❚ Quick, relevant reports ❚ Nimble, competitive ❙
See Exhibit 5-2
DeCenzo and Robbins HRM 7th Edition
9
Exhibit 5-2: Information Categories of Human Resource Management Systems
DeCenzo and Robbins HRM 7th Edition
10
3: HRIS USE REPLACEMENT CHARTS ❚ Indicate ❙ Depth ❙ Vulnerability
❚ Identify ❙ Career blocks/slowdowns ❙ Training/transfer needs •
See Exhibit 5-3 DeCenzo and Robbins HRM 7th Edition
11
Exhibit 5-3: A sample Replacement Chart
DeCenzo and Robbins HRM 7th Edition
12
4: JOB ANALYSIS - LABOR DEMAND ❚ Year by year
?
❙ Job level ❙ Job type
❚ Diversity ❙ Knowledge ❙ Skills ❙ Abilities
❚ Forecasting methods ❚ HOW???
DeCenzo and Robbins HRM 7th Edition
13
4: JOB ANALYSIS - LABOR DEMAND ❚ Pro-forma HRI ❚ Match labor supply
90 80 70 60 50 40 30 20 10 0
IN
❙ Increase ❙ Decrease
OUT NEED
1st Qtr3rd Qtr
DeCenzo and Robbins HRM 7th Edition
14
4: LABOR SUPPLY INCREASE SOURCES ❚ New hires ❙ ❙ ❙ ❙ ❙
Recent graduates Military returnees Migration Returns to workforce Unemployed
❚ Contingency workers ❚ Transfers-in ❚ Returns from leave
DeCenzo and Robbins HRM 7th Edition
15
4: LABOR SUPPLY DECREASES DUE TO ❚ ❚ ❚ ❚ ❚ ❚ ❚ ❚
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
DeCenzo and Robbins HRM 7th Edition
17
4: CAN’T MATCH LABOR SUPPLY AND DEMAND?? ❚ Shortages ❙ Change long term objectives ❙ Short term effects ❘ Quantity ❘ Quality ❘ Schedules
❚ Oversupply ❙ Decruitment ❙ Downsizing DeCenzo and Robbins HRM 7th Edition
18
4: BETTER SOLUTIONS….. ❚ Outsourcing ❚ Continuous improvement ❚ Rightsizing ❚ Work process engineering ❚ Flexible workforce
DeCenzo and Robbins HRM 7th Edition
19
5: JOB ANALYSIS TECHNIQUES Diary Individual interview Group interview Observation Structured questionnaire ❚ Technical conference ❚ ❚ ❚ ❚ ❚
DeCenzo and Robbins HRM 7th Edition
20
5: STRUCTURED JOB ANALYSIS TECHNIQUES ❚ DOL Job Analysis Process • Exhibit 5-6
❚ Fine’s Functional Job Analysis Variation • Exhibit 5-8
❚ Position Analysis Questionnaire (PAQ) • Exhibit 5-9
DeCenzo and Robbins HRM 7th Edition
21
Exhibit 5-6: Department of Labor Job Analysis Process
DeCenzo and Robbins HRM 7th Edition
22
Exhibit 5-8: Fine’s Functional Job Analysis (FJA) Scale
DeCenzo and Robbins HRM 7th Edition
23
Exhibit 5-9: Categories and Their Number of Job Elements of the PAQ
DeCenzo and Robbins HRM 7th Edition
24
5: DOL JOB ANALYSIS PROCESS ❚ Work functions ❙ Data ❙ People ❙ Things
DeCenzo and Robbins HRM 7th Edition
25
5: POSITION ANALYSIS QUESTIONNAIRE Information input Mental processes Work output Relationships with other people ❚ Job context ❚ Other job characteristics ❚ ❚ ❚ ❚
DeCenzo and Robbins HRM 7th Edition
26
5: STEPS IN JOB ANALYSIS ❚ 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 • See Exhibit 5-5
DeCenzo and Robbins HRM 7th Edition
28
Exhibit 5-5: Steps in a Job Analysis
DeCenzo and Robbins HRM 7th Edition
29
7: JOB ANALYSIS OUTCOMES ❙ Job description
❙ Job specification
❙ Job evaluation
DeCenzo and Robbins HRM 7th Edition
30
7: JOB DESCRIPTION ❚ Focus on the job ❚ Written statement ❙ What is done ❙ How ❙ Why
❚ Includes ❙ Job content ❙ Environment ❙ Conditions of employment
DeCenzo and Robbins HRM 7th Edition
31
7: TYPICAL JOB DESCRIPTION FORMATS ❚ Job title ❚ Duties ❚ Distinguishing characteristics ❚ Authority ❚ Responsibilities
DeCenzo and Robbins HRM 7th Edition
32
7: JOB DESCRIPTIONS ARE USEFUL FOR ❚ Recruiters ❚ New hires ❚ Performance appraisals ❚ ADA identifying essential job functions
DeCenzo and Robbins HRM 7th Edition
33
7: JOB SPECIFICATION ❚ Focus on the person who does the job ❚ Identifies minimum incumbent qualifications ❚ Knowledge, skills, education, experience, certification, abilities ❚ Personality
DeCenzo and Robbins HRM 7th Edition
34
7: JOB EVALUATION ❚ Establish job comparability ❙ Compensation ❙ Relative value
❚ ADA ❚ Competitive analysis
DeCenzo and Robbins HRM 7th Edition
35
8: IT TAKES GOOD JOB ANALYSIS TO PERFORM ❚ THESE HR FUNCTIONS WELL: ❚ Recruiting ❚ Selection ❚ Strategic human resource planning ❚ Employee training ❚ AND…. DeCenzo and Robbins HRM 7th Edition
36
8: MORE HR FUNCTIONS NEED JOB ANALYSIS ❚ Employee development ❚ Career development ❚ Performance appraisal ❚ Compensation ❚ Safety and health ❚ Labor relations
DeCenzo and Robbins HRM 7th Edition
37
8: WHAT OTHER HR FUNCTIONS ARE THERE??
❚ I CAN’T THINK OF ANY…. DeCenzo and Robbins HRM 7th Edition
38
8: HR RESPONSIVENESS TO CHANGE ❚ New job components ❙ Globalization ❙ Technology ❙ (What else??)
❚ Team skills ❙ Technical ❙ Interpersonal ❙ Job morphing DeCenzo and Robbins HRM 7th Edition
39
QUICK: REVIEW CHAPTER 5 ❙ LOOK AT THE 2 ADS YOU BROUGHT IN. ❙ WITH WHAT YOU NOW KNOW ABOUT JOB ANALYSIS, IDENTIFY GOOD/POOR FEATURES OF • JOB SPECIFICATION • JOB DESCRIPTION
DeCenzo and Robbins HRM 7th Edition
40
PREVIEW: CHAPTER 6 ❚ HOW DID YOU FIND OUT ABOUT YOUR LAST 3 JOBS? ❚ IF YOU HAVE NOT HAD 3 JOBS, ASK A PARENT OR FRIEND OR PROFESSOR. • Bring these with you to class next time.
• NEXT TOPIC??
RECRUITING
DeCenzo and Robbins HRM 7th Edition
41
Exhibit 5-1: The Strategic Direction—Human Resource Linkage
DeCenzo and Robbins HRM 7th Edition
42
Exhibit 5-4: Employment Planning and the Strategic Planning Process
DeCenzo and Robbins HRM 7th Edition
43
Exhibit 5-7: Excerpts from a Department of Labor Job Narrative
DeCenzo and Robbins HRM 7th Edition
44
Exhibit 5-11: The Multifaceted Nature of the Job Analysis
DeCenzo and Robbins HRM 7th Edition
45
Employment Planning and Job Anal ysis
DeCenzo and Robbins HRM 7th Edition
1
CHAPTER 5 TOPICS: ❘ ❘ ❘ ❘ ❘ ❘ ❘
1: 2: 3: 4: 5: 6: 7:
Employment planning importance Employment planning steps HRIS Labor supply and demand Job analysis techniques Conducting a job analysis Job analysis products – Job description, job specification, job evaluation
❘ 8: HRM and job analysis
DeCenzo and Robbins HRM 7th Edition
2
LOOK AT THE ADS YOU BROUGHT IN ❚ CAN YOU IDENTIFY WHICH LEARNING OBJECTIVES ARE RELEVANT?? ❚ HANG ON TO THE ADS. WE WILL DO MORE WITH THEM LATER. DeCenzo and Robbins HRM 7th Edition
3
1: EMPLOYMENT PLANNING ❚ ❚ ❚ ❚ ❚
Right Right Right Right Right
people numbers place skills motivation
DeCenzo and Robbins HRM 7th Edition
4
1: ORGANIZATIONAL CONTEXT ❚ Mission Statement ❚ Gap analysis ❚ SWOT analysis ❙ ❙ ❙ ❙
Strength Weakness Opportunity Threat
DeCenzo and Robbins HRM 7th Edition
5
2: HRM STRATEGIC DIRECTION ❚ MISSION ❚ GOALS/OBJECTIVES ❚ STRATEGY ❚ STRUCTURE ❚ PEOPLE DeCenzo and Robbins HRM 7th Edition
6
2: LINK STRATEGY TO HRM ❚ Follow strategic direction ❚ Develop organization profile ❚ Know currently available skills ❙ Support strategic direction ❙ New pursuits ❙ Change direction DeCenzo and Robbins HRM 7th Edition
7
2: SKILLS GAP IDENTIFIED?? ❚ HRM compares needed and available skills for Training Promotion Transfer Productivity improvement ❙ Succession planning ❙ ❙ ❙ ❙
DeCenzo and Robbins HRM 7th Edition
8
3: HUMAN RESOURCE INFORMATION SYSTEMS ❚ aka HRMS ❚ Global workforce information ❚ EEO compliance tracking ❚ Quick, relevant reports ❚ Nimble, competitive ❙
See Exhibit 5-2
DeCenzo and Robbins HRM 7th Edition
9
Exhibit 5-2: Information Categories of Human Resource Management Systems
DeCenzo and Robbins HRM 7th Edition
10
3: HRIS USE REPLACEMENT CHARTS ❚ Indicate ❙ Depth ❙ Vulnerability
❚ Identify ❙ Career blocks/slowdowns ❙ Training/transfer needs •
See Exhibit 5-3 DeCenzo and Robbins HRM 7th Edition
11
Exhibit 5-3: A sample Replacement Chart
DeCenzo and Robbins HRM 7th Edition
12
4: JOB ANALYSIS - LABOR DEMAND ❚ Year by year
?
❙ Job level ❙ Job type
❚ Diversity ❙ Knowledge ❙ Skills ❙ Abilities
❚ Forecasting methods ❚ HOW???
DeCenzo and Robbins HRM 7th Edition
13
4: JOB ANALYSIS - LABOR DEMAND ❚ Pro-forma HRI ❚ Match labor supply
90 80 70 60 50 40 30 20 10 0
IN
❙ Increase ❙ Decrease
OUT NEED
1st Qtr3rd Qtr
DeCenzo and Robbins HRM 7th Edition
14
4: LABOR SUPPLY INCREASE SOURCES ❚ New hires ❙ ❙ ❙ ❙ ❙
Recent graduates Military returnees Migration Returns to workforce Unemployed
❚ Contingency workers ❚ Transfers-in ❚ Returns from leave
DeCenzo and Robbins HRM 7th Edition
15
4: LABOR SUPPLY DECREASES DUE TO ❚ ❚ ❚ ❚ ❚ ❚ ❚ ❚
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
DeCenzo and Robbins HRM 7th Edition
17
4: CAN’T MATCH LABOR SUPPLY AND DEMAND?? ❚ Shortages ❙ Change long term objectives ❙ Short term effects ❘ Quantity ❘ Quality ❘ Schedules
❚ Oversupply ❙ Decruitment ❙ Downsizing DeCenzo and Robbins HRM 7th Edition
18
4: BETTER SOLUTIONS….. ❚ Outsourcing ❚ Continuous improvement ❚ Rightsizing ❚ Work process engineering ❚ Flexible workforce
DeCenzo and Robbins HRM 7th Edition
19
5: JOB ANALYSIS TECHNIQUES Diary Individual interview Group interview Observation Structured questionnaire ❚ Technical conference ❚ ❚ ❚ ❚ ❚
DeCenzo and Robbins HRM 7th Edition
20
5: STRUCTURED JOB ANALYSIS TECHNIQUES ❚ DOL Job Analysis Process • Exhibit 5-6
❚ Fine’s Functional Job Analysis Variation • Exhibit 5-8
❚ Position Analysis Questionnaire (PAQ) • Exhibit 5-9
DeCenzo and Robbins HRM 7th Edition
21
Exhibit 5-6: Department of Labor Job Analysis Process
DeCenzo and Robbins HRM 7th Edition
22
Exhibit 5-8: Fine’s Functional Job Analysis (FJA) Scale
DeCenzo and Robbins HRM 7th Edition
23
Exhibit 5-9: Categories and Their Number of Job Elements of the PAQ
DeCenzo and Robbins HRM 7th Edition
24
5: DOL JOB ANALYSIS PROCESS ❚ Work functions ❙ Data ❙ People ❙ Things
DeCenzo and Robbins HRM 7th Edition
25
5: POSITION ANALYSIS QUESTIONNAIRE Information input Mental processes Work output Relationships with other people ❚ Job context ❚ Other job characteristics ❚ ❚ ❚ ❚
DeCenzo and Robbins HRM 7th Edition
26
5: STEPS IN JOB ANALYSIS ❚ 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 • See Exhibit 5-5
DeCenzo and Robbins HRM 7th Edition
28
Exhibit 5-5: Steps in a Job Analysis
DeCenzo and Robbins HRM 7th Edition
29
7: JOB ANALYSIS OUTCOMES ❙ Job description
❙ Job specification
❙ Job evaluation
DeCenzo and Robbins HRM 7th Edition
30
7: JOB DESCRIPTION ❚ Focus on the job ❚ Written statement ❙ What is done ❙ How ❙ Why
❚ Includes ❙ Job content ❙ Environment ❙ Conditions of employment
DeCenzo and Robbins HRM 7th Edition
31
7: TYPICAL JOB DESCRIPTION FORMATS ❚ Job title ❚ Duties ❚ Distinguishing characteristics ❚ Authority ❚ Responsibilities
DeCenzo and Robbins HRM 7th Edition
32
7: JOB DESCRIPTIONS ARE USEFUL FOR ❚ Recruiters ❚ New hires ❚ Performance appraisals ❚ ADA identifying essential job functions
DeCenzo and Robbins HRM 7th Edition
33
7: JOB SPECIFICATION ❚ Focus on the person who does the job ❚ Identifies minimum incumbent qualifications ❚ Knowledge, skills, education, experience, certification, abilities ❚ Personality
DeCenzo and Robbins HRM 7th Edition
34
7: JOB EVALUATION ❚ Establish job comparability ❙ Compensation ❙ Relative value
❚ ADA ❚ Competitive analysis
DeCenzo and Robbins HRM 7th Edition
35
8: IT TAKES GOOD JOB ANALYSIS TO PERFORM ❚ THESE HR FUNCTIONS WELL: ❚ Recruiting ❚ Selection ❚ Strategic human resource planning ❚ Employee training ❚ AND…. DeCenzo and Robbins HRM 7th Edition
36
8: MORE HR FUNCTIONS NEED JOB ANALYSIS ❚ Employee development ❚ Career development ❚ Performance appraisal ❚ Compensation ❚ Safety and health ❚ Labor relations
DeCenzo and Robbins HRM 7th Edition
37
8: WHAT OTHER HR FUNCTIONS ARE THERE??
❚ I CAN’T THINK OF ANY…. DeCenzo and Robbins HRM 7th Edition
38
8: HR RESPONSIVENESS TO CHANGE ❚ New job components ❙ Globalization ❙ Technology ❙ (What else??)
❚ Team skills ❙ Technical ❙ Interpersonal ❙ Job morphing DeCenzo and Robbins HRM 7th Edition
39
QUICK: REVIEW CHAPTER 5 ❙ LOOK AT THE 2 ADS YOU BROUGHT IN. ❙ WITH WHAT YOU NOW KNOW ABOUT JOB ANALYSIS, IDENTIFY GOOD/POOR FEATURES OF • JOB SPECIFICATION • JOB DESCRIPTION
DeCenzo and Robbins HRM 7th Edition
40
PREVIEW: CHAPTER 6 ❚ HOW DID YOU FIND OUT ABOUT YOUR LAST 3 JOBS? ❚ IF YOU HAVE NOT HAD 3 JOBS, ASK A PARENT OR FRIEND OR PROFESSOR. • Bring these with you to class next time.
• NEXT TOPIC??
RECRUITING
DeCenzo and Robbins HRM 7th Edition
41
Exhibit 5-1: The Strategic Direction—Human Resource Linkage
DeCenzo and Robbins HRM 7th Edition
42
Exhibit 5-4: Employment Planning and the Strategic Planning Process
DeCenzo and Robbins HRM 7th Edition
43
Exhibit 5-7: Excerpts from a Department of Labor Job Narrative
DeCenzo and Robbins HRM 7th Edition
44
Exhibit 5-11: The Multifaceted Nature of the Job Analysis
DeCenzo and Robbins HRM 7th Edition
45
