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Chapter 4 - Job analysis, strategic planning, and human resource planning . Human Resource Management - 13th Edition Wayne Mondy Terms in this set (65)Job analysis Systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization. Job Group of tasks that must be performed if an organization is to achieve its goals. Position Collection of tasks and responsibilities performed by one person. Job description Document that provides information regarding the essential tasks, duties, and responsibilities of a job. Job specification Document that outlines the minimum acceptable qualifications a person should possess to perform a particular job. Strategic planning Process by which top management determines overall organizational purposes and objectives and how they are to be achieved. Mission Unit's continuing purpose, or reason for being. Human resource planning Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time. Requirements forecast Determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals. Availability forecast Determination of whether the firm will be able to secure employees with the necessary skills, and from what sources. Zero-base forecast Forecasting method that uses the organization's current level of employment as the starting point for determining future staffing needs. Bottom-up forecast Forecasting method in which each successive level in the organization, starting with the lowest, forecasts its requirements, ultimately providing an aggregate forecast of employees needed. Succession planning Process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant. Manager self-service (MSS) Use of software and the corporate network to automate paper-based human resource processes that require a manager's approval, record-keeping or input, and processes that support the manager's job. Employee self-service (ESS) Processes that automate transactions that previously were labor-intensive for both employees and HR professionals. Job design Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in an organization. Job enrichment Changes in the content and level of responsibility of a job so as to provide greater challenges to the worker. Job enlargement Increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility. Job rotation Moves employees from one job to another to broaden their experience. Re-engineering Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance such as cost, quality, service, and speed. Talent management Strategic endeavor to optimize the use of human capital, which enables an organization to drive short- and long-term results by building culture, engagement, capability, and capacity through integrated talent acquisition, development, and deployment processes that are aligned to business goals. Disaster Planning Disasters come in all shapes and sizes. A firm's disaster plans should focus on possible catastrophes that range from natural calamities such as hurricanes, earthquakes, and floods to smaller events such as a building fire, water leak, or computer crash. Reasons for conducting job analysis A sound job analysis system is extremely critical and is needed for numerous reasons. Such as staffing, training and development, performance appraisal, compensation, safety and health, employee and labor relations, legal considerations. Staffing All areas of staffing would be haphazard if the recruiter did not know the qualifications needed to perform the job. Training and Development If the specification suggests that the job requires a particular knowledge, skill, or ability, and the person filling the position does not possess all the qualifications required, training and/or development is probably in order. Performance appraisal Most workers want to know precisely what they are supposed to accomplish and good job descriptions provide them that tool. Then, employees should be evaluated in terms of how well they accomplish the duties specified in their job descriptions and any other specific goals that may have been established. Compensation Relative value of a particular job to the company must be known before a dollar value can be placed on it. From an internal perspective the more significant its duties and responsibilities, the more the job is worth. Safety and Health Information derived from job analysis is also valuable in identifying safety and health considerations. Employee and labor relations Regardless of whether the firm is unionized, information obtained through job analysis can often lead to more objective human resource decisions. Legal considerations Having properly accomplished a job analysis is particularly important for supporting the legality of employment practices. Job analysis information Considerable information is needed if job analysis is to be accomplished successfully. The job analyst identifies the job's actual duties and responsibilities and gathers the other types of data such as work activities, worker-oriented activities, machines, tools equipment, and work aids used, and personal requirements. Essential functions of the job are determined in this process. Job analysis methods Job analysis traditionally has been conducted in a number of different ways. Such as Questionnaires, Observation, Interviews, Employee Recording, Combination of methods. Questionnaires Job analyst administers a structured questionnaire to employees who identify the tasks they perform in accomplishing the job. Observation Job analyst usually inspects the work being performed and records his or her observations. Interviews Job analyst interviews both the employee and the supervisor. Employee Recording Gathered by having the employees describe their daily work activities in a diary or log.
Combination of methods Likely, no one job analysis method will be used exclusively. A combination is often more appropriate. O*Net the occupational information network Comprehensive government-developed database of worker attributes and job characteristics. It is the nation's primary source of occupational information. Standard occupational classification (SOC) Recently, the federal government released updated job descriptions for all U.S. workers in more than 800 occupations. The update is done once each decade of the standard occupational classification system, which defines an occupation by the work, duties, skills, education, or experience it entails. Timeliness of job analysis Rapid pace of technological change makes the need for accurate job analysis even more important now and in the future. Job analysis and The Law Legislation requiring thorough job analysis includes the following acts. Such as Fair labor standards act, Equal pay act, civil rights act, Occupational safety and health act, Americans with disabilities act (ADA)/ADA amendments act. Fair labor standards act Employees are categorized as exempt or nonexempt, and job analysis is basic to this determination. Equal pay act If jobs are not substantially different, similar pay must be provided. When pay differences exist, job descriptions can be used to show whether jobs are substantially equal in terms of skill, effort, responsibility, or working conditions. Civil rights act Job descriptions may provide the basis for adequate defenses against unfair discrimination charges in initial selection, promotion, and all other areas of human resource administration. Occupational safety and health act Job descriptions are required to specify elements of the job that endanger health or are considered unsatisfactory or distasteful by the majority of the population. Americans with disabilities act (ADA)/ADA amendments act Employers are required to make reasonable accommodations for workers with disabilities who are able to perform the essential functions of a job and job analysis is needed to obtain this information. Key elements to determine essential functions include are physical skills, mental skills, job duties and behavioral skills. The EEOC defines reasonable accommodation as any modification or adjustment to a job, an employment practice, or the work environment that makes it possible for an individual with a disability to enjoy an equal employment opportunity. The ADA Amendments Act expands the definition of "disability" and many more applicants and employees are eligible for reasonable accommodations. Certainly stating that every task in a job is essential sends a red flag to the EEOC. Strategic planning process Process by which top management determines overall organizational purposes and objectives and how they are to be achieved. Mission determination Unit's continuing purpose, or reason for being. Environmental Assessment Organization must be assessed for strengths and weaknesses, and the threats and opportunities (often referred as a SWOT analysis) in the external environment must be evaluated. Objective setting desired end results of any activity. Strategy setting Strategies should be developed to take advantage of the company's strengths and minimize its weaknesses in order to grasp opportunities and avoid threats. Strategy implementation Strategy implementation requires changes in the organization's behavior, which can be brought about by changing one or more organizational dimensions, including management's leadership ability, organizational structure, information and control systems, production technology, and human resources. Human resource planning (Workforce Planning) Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time. Human resource planning process Strategic planning, Human resource planning, forecast human resource requirements, forecast human resource availability, Demand = supply - No action. Forecasting Human Resource Requirements Determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals. Zero-base forecast, bottom-up forecast, relationship between volume of sales and number of workers required. Relationship between volume of sales and number of workers required One of the most useful predictors of employment levels is sales volume. The relationship between demand and the number of employees needed is a positive one. Shortage of workers forecast There are several actions that companies can take. Innovative recruiting, Compensation incentives, Training programs, Different selection standards. Innovative recruiting New approaches to recruiting must be used. Compensation incentives Firms competing for workers in a high-demand situation may have to rely on compensation incentives. Premium pay is one obvious method. Training programs Special training programs may be needed to prepare previously unemployable individuals for positions with a firm. Remedial education and skills training are two types of programs that may help attract individuals to a particular company. Different selection standards Selection criteria that screen out certain workers may have to be altered to ensure that enough people are available to fill jobs. Surplus of employees forecast When a comparison of requirements and availability indicates that a worker surplus will result, most companies look to layoff alternatives but downsizing may ultimately be required. Manager Self-Service Use of software and the corporate network to automate paper-based human resource processes that require a manager's approval, record-keeping or input, and processes that support the manager's job. Employee Self-Service Processes that automate transactions that used to be labor-intensive for both employees and HR professionals. Job Design Concepts Process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization. Job enrichment, Job enlargement, Job rotation, Re-engineering. Recommended textbook solutions Krugman's Economics for AP2nd EditionDavid Anderson, Margaret Ray 1,042 solutions
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ECONOMICS A recent report in BusinessWeek indicated that 20 percent of all employees steal from their company each year. If a company employs 50 people, what is the probability that: a. Fewer than 5 employees steal? b. More than 5 employees steal? c. Exactly 5 employees steal? d. More than 5 but fewer than 15 employees steal? Verified answer
ECONOMICS The probability that the cause and the cure for all cancers will be discovered before the year 2020 is .20. What viewpoint of probability does this statement illustrate? Verified answer
ECONOMICS Rolland Poust is a sophomore in the College of Business at Scandia Tech. Last semester he took courses in statistics and accounting, 3 hours each, and earned an A in both.He earned a B in a five-hour history course and a B in a two-hour history of jazz course. In addition, he took a one-hour course dealing with the rules of basketball so he could get his license to officiate high school basketball games. He got an A in this course. What was his GPA for the semester? Assume that he receives 4 points for an A, 3 for a B, and so on. What measure of location did you just calculate? Verified answer
QUESTION Draw a correctly labeled graph showing equilibrium in the loanable fund s market. Verified answer Other Quizlet setsHRMN Exam 2 Walker61 terms hpw0003 HRM Reviewer Chapter 228 terms rowchann Human resources management Chp. 421 terms evan35 HRM CP 1/273 terms sd08642 Related questionsQUESTION Amanda would like to be promoted to a managerial position. Her boss tells her that in order to receive the promotion, she must give sexual favors in exchange. This exemplifies the form of sexual harassment known as: 2 answers QUESTION The value of money or of a non monetary item placed on a good or service. 15 answers QUESTION giving the recruit an accurate portrayal of the job; can be achieved by providing accurate job descriptions and perhaps offering a job preview through a field visit with a salesperson 4 answers QUESTION Firms without a competitive advantage or those that do not compete in an attractive industry earn: 3 answers What is the systematic process of determining the skills duties and knowledge required for performing jobs in an organization quizlet?Terms in this set (80). job analysis. systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.. job. group of tasks that must be performed for an organization to achieve its goals.. position. ... . job description. ... . job specification. ... . questionnaire. ... . observation. ... . interviews.. What is the meaning of job analysis?Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources.
What is the process of job analysis in HRM?Job analysis can be described as a six-step process as follows:. Determine the purpose for conducting job analysis. ... . Identify the jobs to be analyzed. ... . Review relevant background data. ... . Plan and execute the job analysis project. ... . Write the job description and job specifications. ... . Periodic review.. What is a systematic way of gathering information about a job?The job analysis process is a systematic way of gathering information about a job. The goal of job analysis is to identify the tasks and activities that make up a job, and the knowledge, skills, and abilities needed to do the job. The steps in the job analysis process are: Define the job.
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What is the systematic process of determining the skill duties and knowledge required for performing jobs in an Organisation?
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