LectureFourAttractingHumanResources JobDesign EmployeeRecruitmentandSelection Issues 1 WhatarethethreewaysinwhicheffectiveHRplanningcanenhanceafirm scompetitiveadvantage 2 Whatishumanresourceplanning 3 WhyshallallmanagerspayattentiontoHRM 4 WhatisJobanalysis 5 WhydoweneedJobdescription 6 Whatcriteriadeweconsiderwhenwerecruitexpatriates 7 Howtoconductjobinterviews I ThreewaysinwhicheffectiveHRPlanningcanenhanceafirm scompetitiveadvantage 1 LinksHRMpracticestoorganizationalgoals2 ServesasabuildingblockforfutureHRMpractices3 Avoidstheconsequencesassociatedwiththefailuretoplanforhumanresources e g respondingreactively ratherthanproactively II WhatisHRPlanning HRplanningisaprocessthat enablesorganizationstoanticipatetheirfutureHRMneeds identifiespracticesthatwillhelpthemmeetthoseneeds 1 WhydosomecompaniesavoidHRplanning SomecompaniesseeHRplanningastoodifficultandfrustrating Otherssimplydon tseetheneedforit 2 WhatisStrategicPlanning Strategicplanningreferstoaprocessinwhichacompanyspecifiesitsoverallpurposesandobjectives andindicateshowthesearetobeachieved Thestrategicplanningprocesstypicallyconsistsofthefollowingactivities 1 Determinetheorganizationalmission 2 Scantheorganizationalenvironment 3 Setstrategicgoals 4 Formulateastrategicplan partofwhichaddresseshumanresourceneeds 3 DemandForecasting Definition DemandforecastingisaprocessusedinHRplanningthatentailspredictingthenumberandtypesofpeopletheorganizationwillneedatsomefuturepointintime DemandForecasting Approaches StatisticalapproachesUsingastatisticalapproach anorganizationpredictsneededworkforcesizeonthebasisofcertainbusinessfactors Mostcommonlyusedmethodsareasfollows trendanalysis pastbusinesstrendsratioanalysis btwbusinessfactor employeesneededregressionanalysis determinethenumberofemployeesneededforthefuture DemandForecasting Approaches JudgmentalApproachesTheyinvolvetheuseofhumanjudgment ratherthanamanipulationofnumbers Themostcommonlyusedjudgmentaltechniquesare groupbrainstormingsalesforceestimates 4 SupplyForecasting Definition Supplyforecastingisaprocessusedtoestimatewhichorganizationalpositionswillbefilledatsomefuturepointintime 5 OutcomesoftheHRPlanningProcess WhentheHRplanningprocessiscompleted afirmmustestablishandimplementHRMpracticestohelpitmeetitsHRneeds WewillfocusonspecificHRMpracticesdesignedtohelporganizationsdealwithanticipatedoversuppliesandundersuppliesofpersonnel 6 DealingwithanOversupplyofPersonnel Whenanorganization sstrategicplancallsforrestructuring theHRMresponseisusuallyoneofdownsizing Downsizingoftenmeanslayoffs Becauseofthenegativeoutcomesthatareoftenassociatedwithlayoffs employersareencouragedtoseekalternatives suchashiringfreezes earlyretirements restrictedovertime jobsharing payreductionsandthelike 7 DealingwithanUndersupplyofPersonnel Infaceofapossibleundersupplyofpersonnelatsomefuturepointintime theorganizationhasthefollowingoptionstoresolvetheproblem hiringadditionalworkersimprovingtheproductivityimprovingretentionratesusingovertime additionalshifts jobreassignmentsortemporaryworkers 8 WhatarethelikelyconsequenceswhenHRplanningisomitted Anorganizationmaybeunabletocorrectlyanticipateanincreaseinitsfuturedemandforpersonnel Atbest suchacompanywouldbeforcedtorecruitpersonnelatthelastminuteandmaythusfailtofindthebestcandidate Atworst thecompanymaybecomeseriouslyunderstaffed Thisunderstaffingcouldcauseexistingemployeestoexperienceagreatdealofstressastheyattempttomeettheadditionaldemandwithoutadequateresourcesandassistance Andiftheneededworkisnotgettingdone thefirmmayultimatelyexperienceanincreaseinbackorderswhichcauseadecreaseincustomergoodwill anincreaseincompetition andalossofmarketshare III JobAnalysis ThemostBasicHumanResourceManagementTool TaskResponsibilitiesDuties JobDescriptionJobAnalysisJobSpecifications KnowledgeSkillsAbilities HRPlanningRecruitmentSelectionTraining DevelopmentPerformanceAppraisalCompensation BenefitsSafety healthEmployee LaborRelationsHRResearchEqualEmployment JobAnalysisandOtherHRActivities TypicalJobAnalysisProcess AIdentifyJobsandReviewExistingDocumentation BExplainProcesstoManagersandEmployees CConductJobAnalysisUsingInterview Questionnaires orObservations DPrepareJobDescriptionsandSpecifications EMaintainandupdateJobDescriptionsandSpecifications NatureofJobAnalysis Workactivitiesandbehaviors Interactionswithothers Performancestandards Machinesandequipmentused Workingconditions Supervisiongivenandreceived Knowledge skills andabilitiesneeded JobAnalysis Job Agroupingofsimilarpositionshavingcommontasks dutiesandresponsibilities Task Adistinctidentifiableworkactivitycomposedofmotions Duty Alargeworksegmentcomposedofseveraltasksthatareperformedbyindividual Responsibilities Obligationtoperformcertaintasksandduties JobAnalysis Position Thetaskandresponsibilitiesperformedbyoneperson thereisapositionforeveryindividualinanorganization Ajobperformedbyoneperson Inaworkgroupconsistingofasupervisor 2seniorclerks and4wordprocessingoperators thereare3jobsand7positions JobAnalysis Thesystematicprocessofdetermini