Description
The PPT explains with Human Resource Planning, Job Design and Analysis.
Human Resource Planning, Job Design and Analysis
We will talk about …..
• Conceptual framework – what is job analysis and how is it done
• Why is job analysis required to be done
• Interdependence of HR Systems – job analysis as an input for other HR systems
• Strategic context in job analysis and HRP • How to measure system effectiveness • Job analysis in a ‘jobless world’
Organisation’s need for people is about …….
• Type – competencies, demographic profile, gender profile
• Time – Long/Short term - when, for what length of time, frequency, • Number - how many
It will lead to the following actions …….
1. Need assessment – What type of jobs, how many
Will be based upon
• • Business plans • Technology Strategic choices
This tells you the jobs on offer. It also talks of role and process design and redesign, alternate forms of employment
It will lead to the following actions …….
2. Assess availability of people
Will be based upon sourcing decisions
• • Internal • External Deployment strategies
This is about finding the staffing solutions
These aspects are also considered …..
• External environment – economic, regulatory issues, competition, locational issues
• Organisation SWOT – work force composition and profile, attrition – need for change/transformation/complement
The First Step
JOB ANALYSIS
What is job analysis – systematically understanding the job composition and its elements
Following a system and method ensures that the exercise is comprehensive and professional
Job analysis consists of……
• Listing job activities and the task - what the
job holder will do
• Tools and technology – how will the job be
done
• Working environment – conditions of work
e.g. field/stationary, etc.
• Relationships – how the job relates to other
jobs, the work process and flow
Job analysis consists of ……(2)
• Listing job skills – what skills the job holder must have • Listing behaviour traits – what personality traits must the job holder have • Performance criteria for the job – how the job holder can impact the organisation
Some techniques you could use
• Position Analysis Questionnaire • Critical Incident Technique • Industrial engineering techniques • Management position description questionnaire
When analysis is done, we have…
• Job Description • Job Specification
These become the input for • Recruitment – type of people • Selection – what to assess • Compensation – how to compare • Performance – what to measure and recognise • Training – what to train for
Managerial Decisions in Job Analysis
• Job enlargement
• Job enrichment • Aligning and realigning job roles • Process re-engineering
The most significant role of job analysis …..
• Job Design and Structures • Organisation design
Designing jobs for performance • Span of control- what resources will the job control • Span of accountability – performance impact • Span of influence – what roles can the job holder influence • Span of support – supporting roles
Designing Motivating Jobs
Core Job Dimensions
Skill variety, task identity, task significance Autonomy
Critical Psychological States
Personal & Work Outcomes
Experience meaningful High internal work motivation, high quality work performance Experienced responsibility for outcomes of work Knowledge of actual results of work activities High satisfaction with work
feedback
Low absenteesm and turnover
The Next Task – How Many….. Human Resource Planning
• Statistical and mathematical exercise
• Work process and technology demands • Strategic considerations • Special expertise needs • Productivity and staffing ratios • Rules of thumb • Estimates and guess
Concerns and Challenges
• Involvement of people
• Availability of role and competency profiles • Managing surplus and shortages
Strategic Context in Job Analysis
• Job and Organisation Design – span of control, reporting relationships, individual and team emphasis
• Staffing solutions – Outsourcing, nature of employment, redeployment
• Degree of automation
Accountability in Job Analysis
• System outcomes
Productivity and efficiency ratios Cost effectiveness Manpower profile
• Process effectiveness
• Service quality • systems
At the end of this exercise, you would have ….
• Organisation Design – flat/ tall, position based/role based
• Forms of work organisation – team based, individual based
Outcomes of job and work analysis ….
• A job description – what are the duties, responsibilities, key performance areas for the role
• A profile of the role in terms of the knowledge, skill and attitude required to perform the related tasks – person specification
• Establish how the job relates to other jobs on these parameters
You are now ready to recruit people into the organisation
doc_281983876.ppt
The PPT explains with Human Resource Planning, Job Design and Analysis.
Human Resource Planning, Job Design and Analysis
We will talk about …..
• Conceptual framework – what is job analysis and how is it done
• Why is job analysis required to be done
• Interdependence of HR Systems – job analysis as an input for other HR systems
• Strategic context in job analysis and HRP • How to measure system effectiveness • Job analysis in a ‘jobless world’
Organisation’s need for people is about …….
• Type – competencies, demographic profile, gender profile
• Time – Long/Short term - when, for what length of time, frequency, • Number - how many
It will lead to the following actions …….
1. Need assessment – What type of jobs, how many
Will be based upon
• • Business plans • Technology Strategic choices
This tells you the jobs on offer. It also talks of role and process design and redesign, alternate forms of employment
It will lead to the following actions …….
2. Assess availability of people
Will be based upon sourcing decisions
• • Internal • External Deployment strategies
This is about finding the staffing solutions
These aspects are also considered …..
• External environment – economic, regulatory issues, competition, locational issues
• Organisation SWOT – work force composition and profile, attrition – need for change/transformation/complement
The First Step
JOB ANALYSIS
What is job analysis – systematically understanding the job composition and its elements
Following a system and method ensures that the exercise is comprehensive and professional
Job analysis consists of……
• Listing job activities and the task - what the
job holder will do
• Tools and technology – how will the job be
done
• Working environment – conditions of work
e.g. field/stationary, etc.
• Relationships – how the job relates to other
jobs, the work process and flow
Job analysis consists of ……(2)
• Listing job skills – what skills the job holder must have • Listing behaviour traits – what personality traits must the job holder have • Performance criteria for the job – how the job holder can impact the organisation
Some techniques you could use
• Position Analysis Questionnaire • Critical Incident Technique • Industrial engineering techniques • Management position description questionnaire
When analysis is done, we have…
• Job Description • Job Specification
These become the input for • Recruitment – type of people • Selection – what to assess • Compensation – how to compare • Performance – what to measure and recognise • Training – what to train for
Managerial Decisions in Job Analysis
• Job enlargement
• Job enrichment • Aligning and realigning job roles • Process re-engineering
The most significant role of job analysis …..
• Job Design and Structures • Organisation design
Designing jobs for performance • Span of control- what resources will the job control • Span of accountability – performance impact • Span of influence – what roles can the job holder influence • Span of support – supporting roles
Designing Motivating Jobs
Core Job Dimensions
Skill variety, task identity, task significance Autonomy
Critical Psychological States
Personal & Work Outcomes
Experience meaningful High internal work motivation, high quality work performance Experienced responsibility for outcomes of work Knowledge of actual results of work activities High satisfaction with work
feedback
Low absenteesm and turnover
The Next Task – How Many….. Human Resource Planning
• Statistical and mathematical exercise
• Work process and technology demands • Strategic considerations • Special expertise needs • Productivity and staffing ratios • Rules of thumb • Estimates and guess
Concerns and Challenges
• Involvement of people
• Availability of role and competency profiles • Managing surplus and shortages
Strategic Context in Job Analysis
• Job and Organisation Design – span of control, reporting relationships, individual and team emphasis
• Staffing solutions – Outsourcing, nature of employment, redeployment
• Degree of automation
Accountability in Job Analysis
• System outcomes
Productivity and efficiency ratios Cost effectiveness Manpower profile
• Process effectiveness
• Service quality • systems
At the end of this exercise, you would have ….
• Organisation Design – flat/ tall, position based/role based
• Forms of work organisation – team based, individual based
Outcomes of job and work analysis ….
• A job description – what are the duties, responsibilities, key performance areas for the role
• A profile of the role in terms of the knowledge, skill and attitude required to perform the related tasks – person specification
• Establish how the job relates to other jobs on these parameters
You are now ready to recruit people into the organisation
doc_281983876.ppt