Specific information provided by Job Analysis (JA)

Forecasting is usually accomplished by utilizing historical data and reliable ratios

This is one occasion where there is no special pattern and it is quite difficult to predict or determine. The HR practitioner must be careful in his manpower forecast especially in the hiring of employee

Important elements of Strategic Human Resource Planning

HRIS can help work flow costs in check and ensure that all employees are paid on time in any circumstances

is a database system that keeps important information about employees in a central and accessible location, provide information used in HR decision making. information to users

This refers to reasonable and predictable movement that occurs over a period of one year or more. This cyclical movement maybe due to economic conditions, political instability, peace and order, loss in customer demands and social pressures. These variations typically last for 1-5 years

Steps to Human Resource Planning

is conducted to determine the responsibilities inherent in the position as well as the qualifications needed to fulfill its responsibilities. It is essential when recruiting in order to locate an individual having the requisite capabilities and education

This is comparing what is needed with what is available in terms of numbers, mix, skills and technologies. The comparison permits the human resource manager to determine gaps and evaluate where the most serious mismatches likely appear

It provides control of internal organizational training from delegating participants to projecting training budget, course scheduling and enrolment to training assessments and individual performance appraisals

This is estimating the number of current employees and those that could be available in the future

The two outputs in conducting a job analysis are the

this is the least costly method for collecting large amount of information in a short period of time

is the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills. It is the process of matching the internal and the external supplies of people with job opening anticipated in the organization over a specific period of time.

Methods Used in Job Analysis (JA)

The information in a Job analysis is useful in the following activities

this is a reasonable prediction change over a period of one year. This covers firms who manufacture seasonal products and hire temporary workers for temporary increase in demand like Christmas and special occasions

Employees can gain online access to their benefits package at their own leisure so they can focus on more demanding tasks at hand during office hours.

Steps in conducting Job Analysi

this is a recording by job incumbents of job duties, frequency of the duties and when the duties are accomplished.

This pertains to maintaining accurate information concerning the composition, assignments, and capabilities of the current workforce

This is useful when job consists mainly of observable physical activity

Aspects of Human Resource Planning

when employee requirements have been analyzed, the firm determines whether there is a surplus or a shortage of manpower. If there is a surplus, ways must be instituted to reduce the number of employees. If there is a shortage, the human resource department must obtain the proper quantity and quality of workers outside the organization after exhausting efforts to find from within

HR management competencies

Benefits of HRIS solutions

The human resource planning should be tied up with the organizational goals

JA information can be obtained by interviewing the job incumbent or group interviews with a group of employees doing the same job or interviewing the supervisor who is knowledgeable about the job

forecasting human requirements involves determining the number and types of employees needed. The level of skills to be determined and matched with the plan operations

Two components of the Human Resource Planning

purposes