Strategic Planning, Human Resource Planning and Job Analysis

Job description

Tasks

Responsabilities

Duties

Content of a Job Description

Job Identification

Job Analysis Date

Job Summary

Duties Performed

Job Specifications

Knowledge

Skills

Abilities

Reasons for Conducting Job Analysis

Staffing

Training and Development

Performance Appraisal

Compensation

Safety and Health

Employee and Labor Relations

Legal considerations

Methods

Questionnaires

Observation

Interviews

Employee recording

Combination of methods

Competencies

orchestrate and apply knowledge

Modeling

defines all the necessary competencies

Desingn of a job

Specific tasks to be performed

Methods used

How a job relates to other

Shortage of Workers Forecasted

Innovative recruiting

Compensation incentives

Training programs

Modified selection standards

Requirements Forecast

Determines:

Number

Skills

Future locations

Succession Planning

Ensuring qualified employees

Surplus of Employees

Alternatives to Layoffs

Restricted hiring process

Early Retirements

Workers use vacation time

Swapping Employees

Reducing hours

Job-Sharing arrangements

Reduce workweeks

Unpaid holiday option

Sabbaticals

Bottom Up Forecast

Aggregate of employment needs

Availability Forecast

Secure employees skills

Soucres

Mission Determination

Environmental Assesment

Objective Setting

Strategy Setting

Strategy Implementation

Lowest-cost Strategy

Differentation Strategies

Internal

External

Strenghts and weaknesses

Reason for being