HR Planning
Introduction & Revision
HRM
Is the effective use of an
organization's human resources to
improve its performance
HRM General Functions
• Generally HR functions are split into two
broad categories:
1. One, usually called HR management, or just
HR.
2. HR development, or HRD, has a more
forward-looking role.
HRM General Functions
• HRM
 These types of tasks can be described as routine and
administrative.
 Types of tasks include:
 compensation, payroll issues, benefits ,hiring, firing, and day-to-day
employee relations.
• HRD
 By contrast, human resources development concerns
itself with strategic thinking about the workforce.
 The two core thread of HRD are learning and
performance.
Other HRM Functions
• Training and Development: The training and
development function gives employees the skills
and knowledge to perform their jobs effectively
• Staffing: emphasizes the recruitment and
selection of the human resources for an
organization.
Other HRM Functions
• Human Resource Planning: In the human resource
planning function, the number and type of employees needed
to accomplish organizational goals are determined.
• Job Analysis: Job analysis is a systematic exploration of
the activities within a job. The end product of the job analysis
process is the job description
Job Analysis: A Basic Human Resource Management Tool
Tasks
Responsibilities
Duties
Human Resource
Planning
Recruitment
Selection
Training and
Development
Job
Descriptions
Job
Analysis
Performance Appraisal
Compensation and
Benefits
Job
Specifications
Safety and Health
Employee and Labor
Relations
Knowledge
Skills
Abilities
Legal Considerations
Job Analysis for Teams
7
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
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Definitions (Continued)
• Job analysis - Systematic process of
determining the skills, duties, and knowledge
required for performing jobs in an
organization
• Job description – document providing
information regarding tasks, duties, and
responsibilities of job
• Job specification – minimum qualifications to
perform a particular job
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Types Of Job Analysis Information
•
•
•
•
•
•
Considerable information is needed,
such as:
Worker-oriented activities
Machines, tools, equipment, and work
aids used
Job-related tangibles and intangibles
Work performance
Job content
Personal requirements for the job
10
Summary of Types of Data Collected Through Job Analysis
• Work Activities – work activities and processes; activity records (in film
form, for example); procedures used; personal responsibility
• Worker-oriented activities – human behaviors, such as physical actions
and communicating on the job; elemental motions for methods analysis;
personal job demands, such as energy expenditure
• Machines, tools, equipment, and work aids used
• Job-related tangibles and intangibles – knowledge dealt with or applied
(as in accounting); materials processed; products made or services
performed
• Work performance – error analysis; work standards; work measurements,
such as time taken for a task
• Job context – work schedule; financial and nonfinancial incentives;
physical working conditions; organizational and social contexts
• Personal requirements for the job – personal attributes such as
personality and interests; education and training required; work
experience
11
Job Analysis Methods
• Questionnaires
– PAQ
– Functional job analysis
• Observation
– Critical incident technique
• Interviews
• Employee recording
• Combination of methods
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Job Analysis
Almost all HRM
activities are tied
to job analysis; it
is the starting
point for sound
HRM.
IN THIS COURSE WE
WILL FOCUS HR
PLANNING
recruiting
labor
relations
selection
HR
planning
safety &
health
compensation
job analysis
job description
job specifications
employee
development
employee
training
performance
management
career
development