Strategic Planning, Human Resource Planning and Job Analysis

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Strategic Planning, Human Resource Planning and Job Analysis

Strategic Plannning

Mission Determination

Reason for being

Environmental Assesment

Strenghts and weaknesses

External

Internal

Objective Setting

Strategy Setting

Differentation Strategies

Lowest-cost Strategy

Strategy Implementation

Human Resource

Availability Forecast

Soucres

Secure employees skills

Bottom Up Forecast

Aggregate of employment needs

Surplus of Employees

Alternatives to Layoffs

Sabbaticals

Unpaid holiday option

Reduce workweeks

Job-Sharing arrangements

Reducing hours

Swapping Employees

Workers use vacation time

Early Retirements

Restricted hiring process

Succession Planning

Ensuring qualified employees

Requirements Forecast

Determines:

Future locations

Number

Shortage of Workers Forecasted

Modified selection standards

Training programs

Compensation incentives

Innovative recruiting

Job Analysis

Desingn of a job

How a job relates to other

Methods used

Specific tasks to be performed

Competencies

Modeling

defines all the necessary competencies

orchestrate and apply knowledge

Methods

Combination of methods

Employee recording

Interviews

Observation

Questionnaires

Reasons for Conducting Job Analysis

Legal considerations

Employee and Labor Relations

Safety and Health

Compensation

Performance Appraisal

Training and Development

Staffing

Job Specifications

Abilities

Skills

Knowledge

Job description

Content of a Job Description

Duties Performed

Job Summary

Job Analysis Date

Job Identification

Duties

Responsabilities

Tasks