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Chapter: 5 - Human ResourcePlanning and Job Analysis
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Human Resource Planning
Process of determining
an organizations
human resource needs
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SWOT Analysis
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PESTEL Analysis
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Human Resource Information System
(HRIS)
A computerized system that assists in the
processing of HRM information.
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Information Categories of HRIS:
Group 1: Basic Non-confidential Information
Employee Nam
Organization Name
Work Location & Phone Number
Group 2: General Non-confidential Information Infoprevious record
Social Security Number (Bangladesh TIN Number)
Other organization information (code, effective date)
Position info (code, title, effective date)
Group 3: General Information with Salary
Infoprevious wages record
Current Salary, effective date, amount of last change, type of last change andreason for last change
Group 4: General Information with Salary
Infoprevious wages record + Education Data
Group 5: Extended Confidential Information with Salary
Bonus info Projected Salary increase info + performance record
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Replacement Chart
HRM organization charts indicating position
that may become vacant in the near future
and individuals who may fill the vacancies.
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Job Analysis
Provides information about jobs currently beingdone and the knowledge, skills and abilities
that individuals need to perform the job
adequately.
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Job Analysis Methods Observation Method: A job analysis techniques in which
data are gathered by watching employers work.
Individual Interview Method: Meeting with an employee todetermine what his or her job entails
Group Interview Method: Meeting with a number ofemployees to collectivity determines what their job entails.
Structured Questionnaire Method: A specifically designedquestionnaire on which employees rate tasks they performin their jobs.
Technical Conference Method: A job analysis techniquethat involves extensive input from the employeessupervisor.
Diary Method: A job analysis method requiring job
incumbents to record their daily activities.
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Job Description: A statement indicating
what a job entails. Job Specification: States minimum
acceptable qualifications to perform
successfully Job Evaluation: Specifies the relative value
of each job in the organization
Purpose of Job Analysis
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Job Description: A statement indicating what a jobentails.
Job Title: Store Supervisor
Report to: Manager
Supervises: Staff of 25
Duties & Responsibilities: Check the daily stock, outlets, liaison with suppliers
Develop daily employee Work-Rota
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Job Morphing: Readjusting skills to match
job requirements
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Brainstorming Test -1As a HR Director in AGORA Superstore
demonstrate 25 staffs (senior & general), set job
description, draw Organogram, design jobwages, design Work-Rota, how much annual
budget needs for your 25 staffs for launching
New Agora Superstore in Uttara Mode Town
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