HUMAN RESOURCE

PLANNING AND JOB ANALYSIS

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 tasks
that will help the organization
achieve its overall strategic
objectives.
HRP/ manpower planning

 Process of anticipating and making

provision for the movement (flow)
of people into, within, and out of
an organization.
HRP - Definition
 Manpower planning is the process
including forecasting, developing and
controlling by which a firm assures
that it has the right no of people and
the right kind of people at the right
places at the right time doing work for
which they are economically useful.
 E Geister
 Objective
 To ensure the optimum use of existing
human resource.
 To forecast the future requirements for
human resources.
 To provide control measures to ensure
that necessary human resources are
available as and when required.
 To link HRP with organizational planning
 To assess the surplus and shortage of
human resource
Objective
 To anticipate the impact of technology on
jobs and human resource
 To determine levels of recruitment and
training
 To estimate cost of human resource and
housing needs of employees
 To provide a basis for management
development programmes
 To facilitate productivity bargaining
 To meet the needs of expansion and
diversification programmes.
 Ensuring career planning.
Human Resource Planning Process
External Environment
Internal Environment

Strategic Planning

Human Resource Planning

Forecasting Comparing Forecasting

Demand Demand Vs. Supply
Supply

Demand = Surplus of Shortage of

Supply Workers D<S Workers D>S

Plan for Plan Workforce Plan for

Stability reduction Growth
Actions
 Plan Workforce  Plan for Growth
Reduction  If skill available –
 Attrition plan overtime
 Restricted Hiring  Train fresh less
 Reduced Hours skilled employees
 Early Retirement
 Retrain existing
 Layoff
 Recruit skilled
 Downsizing
 Recall
Environment
 External  Internal
 Demographics  Business Plan
 Workforce  HR Stock:
Characteristics Absenteesm,
 Labor market promotion,profile,
Condition skill
 Location  HR Outflow: age
profile, turnover,
retirements
 HR Inflow:
Recruitment
Definitions

 Job - Consists of a group of tasks

that must be performed for an
organization to achieve its goals
 Position - Collection of tasks and

responsibilities performed by one

person; there is a position for
every individual in an organization
Definitions
 Job analysis is the process of studying
and collecting information relating to the
operations and responsibilities of a
specific job
 Edwin B flippo
 Job analysis refers to the process of
studying operations, duties and
organizational aspects of jobs in order to
derive specifications or as they are called
by some, job descriptions.
 Michel J Jucius
 Job Analysis is a systematic exploration
of the activities within a job.
 It defines and documents the duties,
responsibilities and accountabilities of a
job
 It defines the knowledge, skill required
to perform and the conditions under
which a job is performed.
Types Of Job Analysis
Information
 Work oriented
 Worker-oriented activities
 Machines, tools, equipment, and work aids
used
 Job-related tangibles and intangibles
 Work performance
 Job content
 Personal requirements for the job
 End Products of Job
Analysis

 Job Descriptions - Job Specifications )

 Classification of jobs into job families

Job Analysis
 Job Specifications
 States minimum acceptable
qualifications.
 Used to select employees who have
the essential qualifications.
Job Descriptions
 Written statement of what jobholder
does, how it is done, under what
conditions and why.
 A Common format of JD contains:

Title

Department (if applicable)

Direct report

Duties - authority and responsibilities

Distinguishing characteristics

Environmental conditions
Sample Job Description

Figure 6–12
Sample Job Description
(cont’d)

Figure 6–12 cont’d

Sample Job Description
(cont’d)

Figure 6–12 cont’d

 Job Analysis: A Basic Human Resource Management Tool

Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection
Training and
Job
Development
Descriptions
Job Performance Appraisal
Analysis
Job Compensation and
Specifications Benefits
Safety and Health
Employee and Labor
Relations
Knowledge Skills Abilities Legal Considerations
 Process of Job Analysis
Sources of Data Job Description
•Job Incumbent •Task
•Supervisors •Duties
•Job Analyst •Responsibilities
•SMEs

Job Data HR Functions

•Task •Recruitment
•Performance Standards •Selection
•Knowledge required •T & D
•Skill required •Performance Appraisal
•Experience needed •Compensation
Methods of •Job Context
Collecting Data •Duties
•Interview •Equipment used
•Questionnaires
•Observations Job Specifications
•Records •Skill requirement
•Panel of experts •Physical Abilities
•Work study •Knowledge required
•DOT •Abilities needed