Job Design, Job Analysis & HR Planning
HRM, Sridevi Kulenur 1
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 Jobs do not improve
potential is likely to increase
Job Enlargement Claims to have motivational Likely to be resisted by
impact employees
Job Enrichment Increased motivation & People may not like to accept
reduced absenteeism 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
Job Analysis
Analysis
Job Description: Job Specifications:
• Job title • Education
• Location • Experience
• Job summary • Training
• Duties • Judgment
• Machines, tools & equipments • Initiative
• Materials and forms used • Physical effort
• Supervision given or received • Skills
• Working conditions • Responsibilities
• Hazards
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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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[Link] - 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 Plan
2. Forecasting the overall HR Requirements
Managerial Judgment
Statistical Technique
Work Study Techniques
3. Supply Forecasting
4. Estimating the Net HR Requirements
5. Action Plan for Redeployment, Redundancy/Retrenchment
6. Forecast Future Supply from all the Sources
7. Action Plan for Recruitment, Development
8. 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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