HR Planning & Job analysis Flashcards
What are the consequences if an organisation is over/under staffed?
- it costs organisations considerable money. Wages etc..
- paying for workers who are not challenged or needed
- understaffed effects productivity and quality as not enough staff to work effectively.
What is HR planning and why is it important?
HR planning is the initial step in getting the right people in the right place at the right time. Without accurate planning the organisation may not be positioned to compete effectively in the marketplace. It anticipates future staffing needs by forecasting the supply and demand of the firms Human Resources. It helps meet the strategic objectives. It determines how people will be hired.
How does HR planning help ensure that the appropriate people can be hired, promoted, transferred and trained?
By projecting the HR needs the appropriate people can be identified, hired, promoted and trained. Having the right people in the right place at the right time.
What is a job analysis?
It is the process of determining the nature or content of a job by collecting and organising information relevant to the job.
- the nature of the job
- what the job seeks to accomplish
- Equipment used
- Activities or behaviours required by the job
- Factors in the work environment
- Personal characteristics needed to do the job,eg.. Typing speed physical strength interest in working with children
The job analyst generates two key documents, the job description and job specification. This provides a complete picture of the qualifications and person required for the job.
The job description?
It defines and identifies the job title and list the responsibilities needed to function in the job.
- Job title(reflects the job performed)
- Just summary (what the name implies)
- Job duties(functions relating to the job)
The job specification?
Focuses on the person rather than the job. It specifies knowledge
,skills, abilities and characteristics to perform job. eg.. education experience, communication,systems previously used.
The Human Resources Life Cycle
Human Resources Planning Job Analysis Recruitment Selection Employment Induction and Orientation Training and Development Performance Appraisal Transfers Termination
Define recruitment?
-Developing a pool of candidates in line with the HR plan
Define selection
- involves evaluating and choosing among job candidates the most talented pool of applicants.
- through selection process most qualified applicant is chosen
- application forms, resumes, interviews, employment and skill tests and reference checks are the most commonly used in the selection process.
Induction and orientation
This step is designed to help the selected individuals fit neatly into the organisation. Newcomers are introduced to their colleagues acquainted with their responsibilities are informed about the organisations policies.
Training and development
Aimed at increasing the ability of individuals and groups to contribute to organisational effectiveness.
Training is designed to improve job skills
Performance appraisal
This step compares an individual job performance against standard or objectives developed for an individual position.
If performance is high individuals can be rewarded
If performance is low some corrective action can be arranged to bring them back into line with the desired standards.
Terminations
A termination may involve resignation, redundancy, dismissal or retirement.
Analysis of the type and quantity of terminations can provide insight into the effectiveness with which the organisation is managed. eg.. Too many resignations might signify an uncompetitive pay scale too many dismissals might indicate poor selection or training procedures.
