Fundamentals of Human

Resource Management
Eighth Edition

DeCenzo and Robbins

Chapter 5
Human Resource Planning and Job Analysis

Fundamentals of Human Resource Management 8e, 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 8e, DeCenzo and Robbins

Introduction
Linked to the organizations
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 8e, 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 8e, DeCenzo and Robbins

An Organizational Framework
Corporate assessment
Gap or SWOT (Strengths-WeaknessesOpportunities-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
organizations human resources.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

An Organizational Framework

Fundamentals of Human Resource Management 8e, 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 8e, 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 8e, 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 8e, 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 8e, DeCenzo and Robbins

Linking Organizational Strategy to

Human Resource Planning
Predicting the Future Labor Supply
A units 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 8e, 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 8e, 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 8e, 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 8e, 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 8e, DeCenzo and Robbins

Linking Organizational Strategy to

Human Resource Planning
Employment Planning and
the Strategic Planning Process

Fundamentals of Human Resource Management 8e, 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.

Fundamentals of Human Resource Management 8e, 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 8e, 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 8e, DeCenzo and Robbins

Job Analysis

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Job Analysis
Structured Job Analysis Techniques
Department of Labors 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
Labors replacement for the Dictionary of
Occupational Titles.

Fundamentals of Human Resource Management 8e, 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 higherlevel professional jobs.

Fundamentals of Human Resource Management 8e, 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 8e, 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 8e, 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 8e, 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 8e, 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.
Todays jobs often require not only
technical skills but interpersonal skills and
communication skills as well.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins