hrm module 2

Job Design, Job Analysis & HR Planning

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Job Design Approaches To Job Design Job Design Options Job Analysis Process of Job Analysis Benefits of job Analysis HR Planning Objectives of HRP Linkage of HRP to other Plans Need for HRP Benefits of HRP Factors Affecting HRP Process of HRP Limitations of HRP

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Definition: Job Design is the process of deciding on the content of a job in terms of its duties and responsibilities; on the methods to be used in carrying out the job, in terms of techniques, systems and procedures and on the relationships that should exist between the job holder and his/her superiors, subordinates and colleagues.

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To meet the organizational requirements

To satisfy the needs of the individual employees.

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Engineering Approach

Human Approach

The Job Characteristic Approach

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Work should be scientifically studied Work should be arranged Matching the job Employee training Monetary compensation

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Interesting and rewarding jobs Herzberg Two Factors – Motivating Factor Hygienic Factor

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According to Hackman & oldham – employees will work hard when they are rewarded for the work they do and when the work gives them satisfaction.

Motivation, satisfaction and performance should be integrated in the job design.

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Skill Variety Task Identity Task Significance Autonomy Feedback

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Job Rotation

Job Enlargement

Job Enrichment

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Job Design Approach Positive Outcome Negative Outcome

Job Rotation Job’s intrinsic reward potential is likely to increase

Jobs do not improve

Job Enlargement Claims to have motivational impact

Likely to be resisted by employees

Job Enrichment Increased motivation & reduced absenteeism

People may not like to accept new responsibility

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Definition: Job Analysis is the process of collecting job related information. Such information helps in the preparation of job description and job specification

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Job Analysis Job Analysis

Job Description: • Job title• Location• Job summary • Duties• Machines, tools & equipments• Materials and forms used• Supervision given or received • Working conditions• Hazards

Job Specifications:• Education • Experience• Training • Judgment• Initiative • Physical effort• Skills • Responsibilities

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Human Resource Planning Recruitment & Selection Training & Development Job Evaluation Remuneration Performance Appraisal Personal Information Safety & Health

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Collection of Background Information Selection of Representative Position to be Analyzed Collection of Job Analysis Data Developing a Job Description Developing a Job Specification Developing Employee Specification

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Employment Organization Audit Training & Development Programs Performance Appraisal Promotion & Transfer Preventing Dissatisfaction & Settling Complaints Discipline Restriction of Employment Activity for Health

Reasons & early Retirement Wage & Salary Administration Health & Safety Induction Industrial Relations

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Introduction :

Human resource planning facilitates realization of company’s objective; it actually estimates type and quality of people you require in the organization.

It is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.

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E.W.Vetter - A process by which an organization should move from its current manpower position to its desired manpower position. Through planning, management strives to have the right number and right kind of people at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long run benefit.

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To meet the need of expansion To force the impact of technology on the work on the

existing employees and on the future HR requirements To improve knowledge skill & discipline To access surplus or shortage of HR To maintain congenial industrial relationship To minimize imbalance caused due to non availability of

HR To make best use of HR & to estimate cost of HR

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When organization faces shortage of HR Due to rapid change in technology When there is change in design and structure Demographic changes Government policy Labor laws Pressure from trade unions, politicians

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It checks the corporate plan of organization It offsets un-certainty & changes It provides for advancement and development of employee It helps to anticipate cost of salary enhancement It helps in formulating budget in the organization It cause of development of various sources of HR to meet the

organizational needs Adjusting with the rapid Technological change Lower HR costs through better HR management. Recruitment of qualified human resources It can facilitate expansion programs To treat the manpower like real corporate assets

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External Factors: Government Policies Level of Economic Development Business Environment Level of Technology International Factors

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Internal Factors:• Company Policies & Strategies • Human Resource Policies• Job Analysis• Time Horizons• Type & Quality of Information• Company’s Production Operations Policy• Trade Unions

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1. Analyzing the Organizational Plan2. Forecasting the overall HR Requirements Managerial Judgment Statistical Technique Work Study Techniques 3. Supply Forecasting4. Estimating the Net HR Requirements 5. Action Plan for Redeployment, Redundancy/Retrenchment 6. Forecast Future Supply from all the Sources7. Action Plan for Recruitment, Development8. Modify the Organizational Plan 9. Retention Plan

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Resistance by Employers & Employees

Uncertainties

Inadequacies of Information System

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Inaccuracy Uncertainties Lack of support Numbers’ game Employees resistance Employers resistance Lack of purpose Time & expenses Inefficient information system

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Objectives Top management support Appropriate Time Horizon Human Resource Information System Adequate organization & Co-ordination

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• Job Design• Approaches To Job Design• Job Design Options • Job Analysis • Process of Job Analysis • Benefits of job Analysis • HR Planning • Objectives of HRP• Linkage of HRP to other Plans• Need for HRP • Benefits of HRP• Factors Affecting HRP • Process of HRP • Limitations of HRP

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