Fundamentals of Human
Resource Management
Ninth Edition
DeCenzo and Robbins
Chapter 5
Human Resource Planning and Job Analysis
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Introduction
Human resource planning is a process by which
an organization ensures that
it has the right number and kinds of people
at the right place
at the right time
capable of effectively and efficiently completing those
tasks that will help the organization achieve its overall
strategic objectives.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Introduction
Linked to the organization’s overall
strategy and planning to compete
domestically and globally.
Overall plans and objectives must be
translated into the number and types of
workers needed.
Senior HRM staff need to lead top
management in planning for HRM
issues.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
An Organizational Framework
A mission statement defines what business
the organization is in, including why it exists
and who its customers are.
Strategic goals
Set by senior management to establish targets for
the organization to achieve.
Generally defined for the next 5-20 years.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
An Organizational Framework
Corporate assessment
Gap or SWOT (Strengths-Weaknesses-
Opportunities-Threats) analysis determines what
is needed to meet objectives.
Strengths and weaknesses and core
competencies are identified.
HRM determines what knowledge, skills and
abilities are needed by the organization’s human
resources.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
An Organizational Framework
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Ensures that people are available to
meet the requirements set during
strategic planning.
Assessing current human resources
A human resources inventory report
summarizes information on current
workers and their skills.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Human Resource Information
Systems (HRIS) are increasingly
popular computerized databases
that contain important information
abut employees.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Assessing current human resources
Succession planning
includes the development of replacement charts
portray middle-to-upper level management positions
that may become vacant in the near future
lists information about individuals who might qualify to
fill the positions
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Determining the Demand for Labor
A human resource inventory can be developed
to project year-by-year estimates of future HRM
needs for every significant job level and type.
Forecasts must be made of the need for specific
knowledges, skills and abilities.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Predicting the Future Labor Supply
A unit’s supply of human resources comes from:
new hires
contingent workers
transfers-in
individuals returning from leaves
Predicting these can range from simple to
complex.
Transfers are more difficult to predict since they
depend on actions in other units.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Predicting the Future Labor Supply
Decreases in internal supply come about through:
Retirements
Dismissals
Transfers-out
Lay-offs
Voluntary quits
Sabbaticals
Prolonged illnesses
Deaths
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Retirements are the easiest to forecast.
Other factors are much more difficult to project.
Dismissals, transfers, lay-offs, and sabbaticals
are more easily controlled by management.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Where Will We Find Workers
migration into a community
recent graduates
individuals returning from military service
increases in the number of unemployed and
employed individuals seeking other opportunities,
either part-time or full-time
The potential labor supply can be expanded
by formal or on-the-job training.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Matching Labor Demand and Supply
Employment planning compares forecasts for
demand and supply of workers.
Special attention should be paid to current and
future shortages and overstaffing.
Decruitment or downsizing may be used to
reduce supply and balance demand.
Rightsizing involves linking staffing levels to
organizational goals.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Linking Organizational Strategy
to Human Resource Planning
Employment Planning and
the Strategic Planning Process
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Analysis is a systematic exploration of
the activities within a job.
It defines and documents the duties,
responsibilities and accountabilities of a job
and the conditions under which a job is
performed.
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Analysis Methods
Observation method – job analyst watches
employees directly or reviews film of workers on
the job.
Individual interview method – a team of job
incumbents is selected and extensively
interviewed.
Group interview method – a number of job
incumbents are interviewed simultaneously.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Analysis Methods
Structured questionnaire method – workers
complete a specifically designed questionnaire.
Technical conference method – uses
supervisors with an extensive knowledge of the
job.
Diary method – job incumbents record their daily
activities.
The best results are usually achieved with
some combination of methods.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Structured Job Analysis Techniques
Department of Labor’s Job Analysis Process:
Information from observations and interviews is used
to classify jobs by their involvement with data, people
and things.
Information on thousands of titles available on O*Net
OnLine which is the Department of Labor’s
replacement for the Dictionary of Occupational Titles.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Position Analysis Questionnaire (PAQ)
(developed at Purdue University)
Jobs are rated on 194 elements, grouped in six
major divisions and 28 sections.
The elements represent requirements that are
applicable to all types of jobs.
This type of quantitative questionnaire allows
many different jobs to be compared with each
other, however, it appears to be more applicable
to higher-level professional jobs.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Descriptions
Written statement of what jobholder does, how it is done,
under what conditions and why.
Common format: title; duties; distinguishing
characteristics; environmental conditions; authority and
responsibilities.
Used to describe the job to applicants, to guide new
employees, and to evaluate employees.
Identification of essential job functions is needed to assure
compliance with Americans with Disabilities Act.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Specifications
States minimum acceptable qualifications.
Used to select employees who have the essential
qualifications.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Evaluations
Specify relative value of each job in the
organization.
Used to design equitable compensation program.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
The Multi-faceted Nature of Job Analysis
Almost all HRM activities are tied to job analysis.
Job analysis is the starting point for sound HRM.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
Job Analysis
Job Analysis and the Changing World of
Work
Globalization, quality initiatives, telecommuting,
and teams require adjustments to the
components of a job.
Today’s jobs often require not only technical skills
but interpersonal skills and communication skills
as well.
Fundamentals of Human Resource Management 9e, DeCenzo and Robbins
