Professional Documents
Culture Documents
HR Planning-Definition
The process by which an org ensures that it has the right number and kinds of people, at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the org achieve its overall objectives Ensuring HR supply meets HR demands.
HR Inventory
HRIS Job Analysis Succession Planning
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Succession Planning
The process of deciding how to fill the companys most
What to Forecast?
Overall personnel needs The supply of inside candidates The supply of outside candidates
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Trend Analysis
Ratio Analysis
Scatter Plotting
FIGURE 53 Determining the Relationship Between Hospital Size and Number of Nurses
Note: After fitting the line, you can project how many employees youll need, given your projected volume.
Size of Hospital (Number of Beds) 200 300 400 500 600 700 800 900
Number of Registered Nurses 240 260 470 500 620 660 820 860
FIGURE 54 Management Replacement Chart Showing Development Needs of Potential Future Divisional Vice Presidents
Job Analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
Deals with realities- what emps actually do, perceptions-how emps view their jobs, standardswhat should be done and future strategies of jobfuture potential of emps in their jobs Work activities, human behaviors, machines, tools, equipments and work aids, performance standards, job context and human requirements
Job Description (content and context of job)- a list of job's duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities
Job Specification (human part) - A list of job's 'human requirements', that is the requisite education, skills, personality and so on
Performance Appraisal
Training
Determining the purpose of job analysis, what kind of info collecting technique is to be used
Review relevant background information- org charts-> relationship among diff jobs, reporting authorities
Select representative positions for analysis- not all jobs can be analysed, select a sample Actually analyse the job by collecting data on job activities, employee behaviors, working conditions etc.
Reviewing gathered info with the worker performing the job and the immediate supervisor
Develop a job description and job specification.
Interview Method
Individual interviews
Pros
Cons
Questionnaires
Pros
Cons
Observation
When jobs consist of observable physical activitiesmental activities can be observed? If only occasional activity is possible- emergency/ disaster management Reactivity is a problem, worker changes normal behavior as he/she is being observed Every activity is recorded along with the time; digital diaries, pagers Produce a complete picture when substantiated with intvw data.
Participant Diary/Logs
Flatter Organizations
Work Teams- team structure, Toyota plants- selfmanaged teams- complimentary skills Boundaryless Organizations- GE Reengineering- radical redesign of business processes
Competency- ability of an individual to do a job successfully; demonstrable characteristics of a person that enable performance of a job
Combination of knowledge, skills and abilities Job competencies are observable and measurable behaviors Competency based job analysis- writing Jds based on competencies rather than job duties
Traditional analysis- what is accomplished; competency based- how the worker meets the job's objectives or actually accomplishes work Traditional job analysis- job focused- duties responsibilities; competency based- worker focused Why to use comp based analysis?
In case of high perf work system, where emps are encouraged to work in a self-motivated way..around teams, duties lead to a narrow definition of job More strategic to define in terms of competencies Also perf mgmt process becomes easier
Examples of competencies
Next class
Ascent discussion
Discuss three job descriptions.