4 io postscript to job analysis
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The document discusses key aspects of job analysis and human resource planning. It defines job analysis, job descriptions, job specifications, knowledge, skills and abilities. It also outlines the human resource planning process, including forecasting human resource requirements and availability, and addressing surpluses or shortages of workers. The role of human resource information systems in integrating core HR processes is also summarized.
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The document discusses human resource planning and forecasting. It defines HRP as analyzing an organization's human resource needs to develop plans to satisfy those needs. The HRP process involves forecasting demand and supply, comparing forecasts, and planning actions to address gaps. It also presents a basic HRP model showing the links between organizational objectives, HR requirements, feasibility analysis, and programs. Forecasting is part of HRP and involves projecting future HR needs and how the organization will meet those needs.
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The document discusses human resource planning and forecasting. It defines HRP as analyzing an organization's human resource needs to develop plans to satisfy those needs. The HRP process involves forecasting demand and supply, comparing forecasts, and planning actions to address gaps. It presents a basic HRP model showing the links between organizational objectives, HR requirements, feasibility analysis, and programs. Forecasting is part of HRP and involves projecting future HR needs and how the organization will meet those needs.
Human resource planning, recruitment, selection
Human resource planning involves assessing future workforce needs and determining how to eliminate any gaps between supply and demand. It includes analyzing the external environment, forecasting demand, reviewing the current workforce, and developing action plans. Effective HR planning helps ensure efficient resource use and satisfied employees. It is a complex process involving long, middle, and short-term planning to align workforce needs with business objectives.
Hr planning
The document discusses human resource planning from an organizational perspective. It states that people are a company's only competitive advantage and that leading companies unleash human potential through vision, capability assessments, manpower planning aligned with business planning, quality hiring and retention practices, and manpower control. The rest of the document provides details on the concepts, processes, techniques, importance and limitations of human resource planning.
Human Resource Management
The document discusses the importance of human resource management (HRM) in organizations. It explains that HRM involves planning, recruiting, training, developing, motivating and maintaining employees. It also discusses how HRM must align with business strategy and be responsive to external factors like legislation, unions, technology and globalization. Effective HRM is important for organizational success.
Human resource-management-
Human resource planning is a process that ensures an organization has the right number and type of employees with the necessary skills to achieve its strategic objectives. It involves assessing current workforce needs, projecting future demand and supply of labor, and developing strategies to address shortages or surpluses. Key aspects of HR planning include succession planning, developing forecasts of labor needs, and predicting internal and external labor supply. HR planning is linked to the organization's overall strategic planning process. Job analysis is a systematic process that defines the tasks, responsibilities, skills and working conditions of a specific job.
HR Planning
The document discusses job analyses and human resource planning and selection. It defines HR planning as ensuring an organization has the right number and type of employees with the right skills in the right places. Effective HR planning is important for meeting business objectives and gaining a competitive advantage. The key aspects of HR planning covered include linking it to organizational strategy, importance, processes, forecasting labor demand and supply, and common pitfalls. Job analysis is defined as collecting information on job tasks, responsibilities, skills and requirements. Methods of job analysis include questionnaires, observation, interviews and combining approaches. HR planning and job analysis are important for strategic planning, recruitment, performance management and other HR functions.
Human resource management process
Human resource management involves recruiting, selecting, training, developing and managing employees to achieve organizational goals. It includes human resource planning to ensure the organization has the right people with the right skills. The key components of an HRM system are recruitment, training, compensation, performance management and career development.
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Human resource planning involves determining the quantity and quality of personnel an organization needs both currently and in the future. It is done through forecasting human resource demand based on organizational objectives and external/internal factors, and forecasting human resource supply from existing employees and sources of new hiring. The forecasts are then balanced to identify any surpluses or shortages in personnel for the organization to take appropriate actions like restricting hiring, layoffs, recruitment, or training programs.
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- 1. POSTSCRIPT: JOB ANALYSIS
- 4. STRATEGIC PLANNING The process by which top management determines overall organizational purposes and objectives and how they are to be achieved
- 5. HUMAN RESOURCE PLANNING The process of systematically reviewing HR requirements to ensure that the required number of employees, with the required skills, are available when they are needed
- 6. HUMAN RESOURCE PLANNING PROCESS EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT Strategic Planning Human Resource Planning Forecasting Human Resource Requirements Comparing Requirements and Availability Forecasting Human Resource Availability Surplus of Workers Demand = Supply No Action Restricted Hiring, Reduced Hours, Early Retirement, Layoff, Downsizing Shortage of Workers Recruitment Selection
- 12. HUMAN RESOURCE INFORMATION SYSTEM Goal: Integrate Core Processes into Seamless System Input Data Types Job Analysis Recruitment Selection/Job Posting/ Employee Referral T&D Performance Appraisal Compensation Benefits Safety Health Labor Relations Employee Relations Output Data Uses* Employee Tracking Diversity Programs Hiring Decisions Training Programs/E-learning/Management Succession Compensation Programs Benefit Programs (e.g., prescription drug programs) Health Programs (e.g., Employee Assistance Programs) Bargaining Strategies Employee Services Organizational Strategic Plans Human Resource Management Plans Contribute Toward Achievement of: Human Resource Information System *Certain data are available to employees at work or at home. Examples: supervisors might access just-in-time training for conducting performance appraisal reviews. Operative employees might enter time and labor data.