Human Resource Planning and Strategy job analysis and job design recruitment and selection

1. 1. TURN OFF YOUR PHONE
TURN OFF YOUR MICROPHONE TO AVOID NOISE
FEEL FREE TO ASK QUESTION AFTER THE PRESENTATION

2. Personnel Management in Government Agencies
and Organization
JOSEPHINE BOND
PA611 Public Personnel Administration
REFERENCE: Stewart Liff, Improving the Performance of Government
Employees: A Manager's Guide, AMACOM, New York, (2011),
LAND BANK OF THE PHILIPPINES

3. OVERVIEW AND MOTIVATION

4. LEARNING OBJECTIVES
COMPREHEND THE FUNCTION OF HUMAN
RESOURCE MANAGEMENT PLANNING AND
STRATEGY
ANALYZE THE IMPORTANCE AND
PURPOSE OF JOB ANALYSIS AND JOB
DESIGN
 EXAMINE RECRUITING AND SELECTION

5. HUMAN RESOURCE MANAGEMENT
MANAGING PEOPLE
CURRENT EMPLOYEE
OUTGOING EMPLOYEE
IMPROVING MORALE

6. HUMAN RESOURCE PLANNING
Refers to the planning of human resource functions, or in other
words, planning how human resource management will be
executed.
HR administrative functions, and the evaluation and identification
of human resources requirements for meeting organizational
goals. It also requires an assessment of the availability of the
qualified resources that will be needed
To ensure their competitive advantage in the marketplace and anticipate staffing needs,
organizations must implement innovative strategies that are designed to enhance their
employee retention rate and recruit fresh talent into their companies. Human resources
planning is one way to help a company develop strategies and predict company needs in

7. EXAMPLEPLAND BANK THE PHILIPPINES
Ex. Landbank’s Vision : “Landbank shall
be the dominant financial institution
in countryside development, committed
to the highest standards of ethics and
excellence in the service of the Filipino
people
Landbank’s Goal: To improve the lives of
all its stakeholders and to work with them
to lead the country to economic prosperity.

8. HR PLANNING AND STRATEGIES CYCLE
STRATEGIC
PLAN
CURRENT
STATE
VISION
GAP ANALYSIS
WORK
DESIGN
RECRUITMENT
SELECTION
PERFORMANCE
MNGT
LEARNING AND
DEVELOPMENT
REWARDS AND
RECOGNITION
ORGANIYATIONAL
DEVELOPMENT HR PLANNING
HR INFORMATION
MNGT
HR STRATEGIES AND PLANS
CHANGE MANAGEMENT
ENVIRONMENT
ONGOINGEVALUATION

9. HR PLANNING PROCESS STRATEGIES
FORECAST LABOR DEMAND
FORCAST OF LABOR
SURPLUS OR SHORTAGE
GOAL SETTING
AND STRATEGIC
PLANNING
PROGRAM
IMLEMENTATION
AND EVALUATION

10. PERSONAL EXPERIENCE CASE
ANIMATION VIDEO
JOB ANALYSIS
JOB DESIGN

11. JOB ANALYSIS
JOB CONTENT
INFORMATION
JOB CONTENT
INFORMATION
JOB
ANALYSIS
JOB DESCRIPTION
JOB SPECIFICATION
WORK DESIGN
Job redesign
Health and Safety
HR PLANNING
Hr Needs
HR Skills Inventories
STAFFING
Application Forms
Test & Interview
PERFORMANCE
APPRAISAL
Methods, Criteria,
Standards
COMPENSATION
Job Worth
TRAINING
Training Needs
Success Criteria

12. JOB DESIGN
INDIVIDUAL
DESIGN
GROUP DESIGN
JOB ROTATION
ENLARGEMENT
JOB ENRICHMENT
WORK TEAMS
WORK GROUP

13. RECRUITMENT AND SELECTION PROCESS
DEFINING
REQUIREMENTS
ATTRACTING
CANDIDATES
SELECTING
CANDIDATES
EVALUATION
JOB ANALŸSIS
RECRUITMENT
SELECTION

14. THANK YOU