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    HRP - Job Analysis

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    NAVYA
    The HR head of a top national bank must consider several factors when assessing human resource needs from 2015-2021, including: 1) Conducting human resource planning by identifying current and future staffing needs to achieve organizational goals. 2) Analyzing each job to understand tasks, skills required, and relationships to other roles. 3) Forecasting staffing quantities and qualities needed, as well as attrition and turnover rates during periods of growth, change, or downsizing.

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    HRP - Job Analysis

    Uploaded by

    NAVYA
    25 views12 pages
    The HR head of a top national bank must consider several factors when assessing human resource needs from 2015-2021, including: 1) Conducting human resource planning by identifying current and future staffing needs to achieve organizational goals. 2) Analyzing each job to understand tasks, skills required, and relationships to other roles. 3) Forecasting staffing quantities and qualities needed, as well as attrition and turnover rates during periods of growth, change, or downsizing.

    Original Description:

    Job analysis in human resource management

    Original Title

    HRP – Job Analysis

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    The HR head of a top national bank must consider several factors when assessing human resource needs from 2015-2021, including: 1) Conducting human resource planning by identifying current and future staffing needs to achieve organizational goals. 2) Analyzing each job to understand tasks, skills required, and relationships to other roles. 3) Forecasting staffing quantities and qualities needed, as well as attrition and turnover rates during periods of growth, change, or downsizing.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    25 views12 pages

    HRP - Job Analysis

    Uploaded by

    NAVYA
    The HR head of a top national bank must consider several factors when assessing human resource needs from 2015-2021, including: 1) Conducting human resource planning by identifying current and future staffing needs to achieve organizational goals. 2) Analyzing each job to understand tasks, skills required, and relationships to other roles. 3) Forecasting staffing quantities and qualities needed, as well as attrition and turnover rates during periods of growth, change, or downsizing.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    HRP – Job Analysis

    A Situation

    Imagine that you are the HR Head in a top


    nationalized bank during 2015-2021.
    What are the factors you need to consider while
    assessing how many and what kind of resources
    would you need for your organization? 
    Definition

     Human resource planning is a process that identifies current and


    future human resources needs for an organization to achieve its
    goals
     It is the continuous process of systematic planning to achieve
    optimum use of an organization's human resources
     This involves determining the current manpower and estimating
    the future requirements at different levels in different roles for a
    given time period.
    Human Resource Planning

     Ideally done for the next 2-5 years


     Themain objective is to acquire, utilize, improve and retain the
    human resources optimally and effectively
     This helps the organization determines the
    organizational/departmental strategy of recruitment or retention
    or retrenchment
    Objectives of HRP

     To forecast the required quantity & quality of employees


     To forecast the turnover/attrition rates
     To plan for the times of expansion or diversification or sell out
    (partial or complete)
     To foresee the effects of technological changes on the business
    & HR needs
     To develop the existing resources for the future requirements
    Terms used in HRP

     Job: A collection of tasks assigned to a position in the


    organizational structure
     Job Analysis: The process of identifying the tasks comprising a
    particular job to assess and organize them productively
     Job Analysis helps in identifying the main features of the job, the
    tasks undertaken, the results to be achieved and how the job is
    related to other jobs in the organization
    Job Analysis

     Job analysis is the process of studying and collecting information relating to the
    operations and responsibilities of a specific job.
     Steps involved
    1. Collecting and recording job information
    2. Checking the job information for accuracy.
    3. Writing job description based on the information
    4. Using the information to determine the skills, abilities and knowledge that are required
    on the job.
    5. Updating the information from time to time.
    Data Collection Techniques

     Questionnaire
     Interview
     Observation
     Critical Incident
     Diary Maintenance
     Technical Conference
     Task Inventory Analysis
     Job Performance
    Job Description

     Job Description is an important outcome, which is basically descriptive in nature. It provides both organizational
    information (like location in structure, authority etc.) and functional information (what the work is)
     Job Description contains information such as
    • Job title / Job identification / organization position
    • Location
    • Job summary
    • Duties/ responsibilities
    • Machines, tools and equipment
    • Materials and forms used
    • Supervision given or received
    • Working conditions
    • Hazards
    Job Specification

     Job specification is a written statement of qualifications, traits, physical and mental


    characteristics that an individual must possess to perform the job duties and discharge
    responsibilities effectively.
     Physical Specifications
     Mental Specifications
     Emotional & Behavioural
     Intellectual specifications ( includes education)
     Demographic Specifications

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