慒摮潒敢瑲吠潨慭洁湷敳摮敓-Chapter5.pptVIP

Chapter 5 Strategic Human Resources Planning The Strategic Direction --Human Resources Linkage Assessing CurrentHuman Resources Human resources inventory report HRMS Replacement charts The Strategic Human Resources Planning Process Job Analysis Methods Observation method Individual interview method Group interview method Structured questionnaire method Technical conference method Diary method Conducting Job Analysis 1. Understand purpose of conducting job analysis. 2. Understand role of jobs in organization. 3. Benchmark positions. 4. Determine how to collect job analysis information. 5. Seek clarification where necessary. 6. Develop first draft of job description. 7. Review draft with job supervisor. Outcomes of Job Analysis Written statement of what job entails Used to attract candidates, guide new employees, evaluate employees The Pervasiveness of theJob Analysis Process Current Issues in SHRP:Downsizing SHRP often ignored/productivity often falls 2/3 companies that lay off employees are simultaneously hiring Rightsizing links employee needs to organization’s strategy Reducing Staff Levels Layoffs Leaves of absence without pay Loaning Work sharing Family-friendly work practices Reduced work hours Early retirement Attrition Outplacement Services Assist existing employees in their search for a new job Provide guidance, retraining, résumé writing, interviewing techniques, counselling HUMAN RESOURCES MANAGEMENT Templer ? Cattaneo ? De Cenzo ? Robbins John Wiley Sons Canada, Ltd Copyright ? 1999 John Wiley Sons Canada, Ltd. All rights reserved. 1. Job Analysis 3. Job Evaluations Minimum acceptable qualifications Used to select qualified employees 2. Job Specifications Specifies relative value of each job in organization Used to design equitable compensation program HUMAN RESOURCES MANAGEMENT Templer ? Cattaneo ? De Cenzo ? Robbins John Wiley Sons Canada, Ltd