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  2. 2. HUMAN RESOURCE PLANNING AND JOB ANALYSIS Presented by : Awais Umar & M. Ghaus Presented to : Sir. Youns MBA 2nd Semester
  3. 3. OUTLINE  HR Planning  Organizational Framework  Job Analysis  Steps in Job Analysis  Methods of Job Analysis  Purpose of Job Analysis  Multifaceted Nature of Job Analysis
  4. 4. HUMAN RESOURCE PLANNING It is process of determining the organization’s human resource needs. HR planning is the most important element in successful HRM program, because it is a process by which an organization find the right number & kinds of people at right place, right time which helps the organization to achieve its strategic objectives.
  5. 5. AN ORGANIZATIONAL FRAME WORK Mission Statement Objectives & Goals Strategy ( SWOT Analysis) Structure People
  6. 6. Mission Statement: Defining the organization mission forces to identify the scope of its product s or services carefully. Objectives and Goals: During this phase manager defines the objectives for the company for the next 5 to 20 years. Strategy: After these goals are set, next step is the planning process that is SOWT analysis that tell us the company’s position that whether we are in a position to achieve those goals or not.
  7. 7. Structure: Determine what job needs to be done and how many and what type of workers will be required. People: Once the organization structure is establish the next step is to determining the matching skills, knowledge , and abilities to required for the job.
  8. 8. JOB ANALYSIS A systematic approach to collect information about a job such as tasks, responsibilities and the skills required to perform those tasks. Its an important part of Human Resources (HR) planning
  9. 9. Steps In Job Analysis Understand the Purposes of the Job analysis Develop Draft & Review the Draft Understand the with Supervisor Roles of Job in Organization Determine Seek How to Collect Clarification Job Analysis Benchmark Information Positions
  10. 10. METHODS OF JOB ANALYSIS Following are the basic method by which HRM can determine the job elements;  Observation Method  Individual Interview Method  Group Interview Method  Structured Questionnaire Method  Technical Conference Method  Diary Method
  11. 11. Observation Method:  In this method a job analyst watches employees directly or reviews films of workers on the job.  Useful when job is fairly routine  Workers may not perform to expectations Individual Interview Method:  Several workers are interviewed individually The answers are consolidated into a single job analysis
  12. 12. Group Interview Method: Employees are interviewed simultaneously Group conflict may cause this method to be ineffective Structured Questionnaire Method:  Employees answer questions about the job’s tasks and responsibilities  Each question is answered using a scale that rates the importance of each task
  13. 13. Diary Method:  Employees record information into diaries of their daily tasks  Record the time it takes to complete tasks  Must be over a period of several weeks or months Technical Conference Method:  Uses experts to gather information about job characteristics
  14. 14. Purpose of Job Analysis The purpose of the job analysis is to identify the experience, education, training, and other qualifying factors, possessed by candidates who have the potential to be the best performers of the job to be filled. It can also be used to identify for the job description, job specification, job evaluation. Job Description: Job description is a written statement of what the job holder does, how, under what condition and why. It should accurately portray job content, job environment and condition of employment. It includes job title, duties & responsibilities, functions etc.,
  15. 15. Job Specification: Job Specification indicating the minimum acceptable qualifications incumbent s must possess to successfully perform the essential elements of their job. It based on ;  Degree of education  Certification  Specific Skills required  Health Considerations  Knowledge & Liabilities
  16. 16. Job Evaluation:  Process of systematically determining the relative worth of jobs to create a job structure for the organization. Depending upon the characteristics and requirements of a job. These relative values of jobs assist in deciding wage rate and salaries for different jobs. In short it specifies the relative value of each job in organization.