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Human Resources 5
Week 5: HR Planning, Job Analysis and Job Design
| Question | Answer |
|---|---|
| Definition of HR Planning | Estimating future supply of and demand of human capital, and how to close that gap. |
| Definition of Strategic Planning | It is the process of defining the goals of your organisation. |
| Techniques of HRP | Trend analysis, indexation, modelling, expert analysis and the Delphi technique |
| What is the Delphi Technique? | It is a forecasting framework that is based on the results of multiple rounds of questionnaires sent to a panel of experts. This process continues until consensus is achieved. |
| HR Planning roles | Labour demand forecasting, labour supply analysis and balancing supply and demand. |
| How to measure the effectiveness of HR planning | It is whether the right people are available in the organisation at the right place and the right time. |
| Managerial Judgement | Supervisors and managers assess their own labour requirements. |
| External Labour Supply Forecasting include: | Trends, general population density, unemployment rates, school leavers, competition and proportion with higher education. |
| Internal Labour Supply Forecasting include: | Analysing historical turnover rates, cohort analysis, internal promotion analysis and succession plans. |
| Internal labour market strategies to avoid labour shortages include: | Overtime, retrained transfer/promotions, turnover reduction and soft HRM strategies e.g. career development |
| External labour market strategies to avoid labour shortages include: | Temporary and casual employees, outsourcing, internships, use of migrant labour and new external recruits. |
| How do you manage a labour surplus? | Downsizing, Pay reductions, Demotion, Transfers, Work sharing, Retirement and Retraining. |
| Benefits of HRP | Strategic rather than reactionary, stronger alignment between org. goals and people practices, increased productivity and profitability and is cost effective |
| Disadvantages of HRP | Time consuming...therefore costly, questions how essential it is to an organisation's effectiveness and tendency to focus on short-term priorities |
| What is HR informational management systems (HRIMS) | It stores, processes and manages employee data, such as names and addresses etc. It typically also provides functionality such as recruiting, attendance management and performance appraisals. |
| Benefits of using HRIMS | An effective strategic tool for HR planning and SHRM and facilitates more cost-efficient management of low value-added HR and payment activities. |
| Drawbacks of using HRIMS | Legal Issues such as confidentiality, protection of data, ethical issues and outsourcing. |
| Definition of job analysis | It is a systematic process to collect information on characteristics that differentiate jobs. These can include knowledge skills, abilities, work activities and performance standards, interactions and machines and equipment. |
| Definition of job description | It is a document that summarises the information gathered in the job analysis: summary of job purpose, main responsibilities, skills, qualifications and experience required. |
| Three factors that will contribute to a person’s ability to succeed in a role | Technical skills, behavioural attributes and motivation |
Created by:
Kaye_7
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