Question

in 1000 words:

1. Discuss the four activities related to human resource planning (job analysis, HR inventory, HR forecast, a comparison) as an important part of one of the functions of management - staffing.

2. Address the strategies planned for an organization’s human resources department when changes in the organization’s overall strategic plan occur.

Answer 1

(1)

Answer:

Given that:

Discuss the four activities related to human resource planning (job analysis, HR inventory, HR forecast, a comparison) as an important part of one of the functions of management - staffing.

Human resource planning is done by the managers to meet the staffing needs of the organization and it includes the activities of job analysis, Human resources inventory, human resources forecast, and a comparison between the inventory and the forecast. In order to perform the planning, the managers should know the organization’s plans and the current availability of human resources.

The first step in human resource planning is job analysis where the managers study the existing jobs and determine the duties associated with the job and the required human qualities to perform the job. Job analysis produces two coordinated documents which include job description and job specification. Job description includes the job title and purpose of the job. It also includes major work activities, levels of authority above and below the jobholder, equipment and materials that should be used by the job holder and any physical demands or hazardous conditions involved by the job. Job specification includes the human dimensions like education, experience, skills, any special requirements the individual should meet and behavioral characteristics.

Human resource inventory is prepared as the next activity where the inventory of current employees and their ability to meet the current and future needs is determined. The inventory would provide information regarding the qualification of the current employees, their experience, job responsibilities, and their promotion potential. The information would be updated periodically based on the most recent employee appraisals. The managers would be able to understand the strengths and weaknesses of the current employees and develop a managerial succession plan using the inventory.

While performing human resource forecasting, managers should compare the organization’s strategic plans and the normal level of attrition. If the organization’s plan is to stabilize the current level of employment, the managers will have to replace the employees who leave. If the plan is to increase the employment level, the managers should use the job descriptions and job specifications to determine how many and what kind of employees to hire and then analyze the anticipated turnover among the current employees. The total number of requirements are decided based these analyses.

The next activity is the comparison between the inventory and the forecast, where managers determine the positions that can be filled through internal hiring and the ones that require external resources. For the positions that can be filled internally, managers advertise the jobs within the company and encourage the employees to apply for them. If the current employees do not qualify for those positions, managers try to provide training and development to achieve the qualifications if they are capable and the organization has the money and time to provide the training.

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