Chapter 5 - HRM Plan

8/3/2019 Chapter 5 - HRM Plan

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Chapter: 5 - Human ResourcePlanning and Job Analysis


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Human Resource Planning

Process of determining

an organizations

human resource needs


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SWOT Analysis


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PESTEL Analysis


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Human Resource Information System

(HRIS)

A computerized system that assists in the

processing of HRM information.


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Information Categories of HRIS:

Group 1: Basic Non-confidential Information

Employee Nam

Organization Name

Work Location & Phone Number

Group 2: General Non-confidential Information Infoprevious record

Social Security Number (Bangladesh TIN Number)

Other organization information (code, effective date)

Position info (code, title, effective date)

Group 3: General Information with Salary

Infoprevious wages record

Current Salary, effective date, amount of last change, type of last change andreason for last change

Group 4: General Information with Salary

Infoprevious wages record + Education Data

Group 5: Extended Confidential Information with Salary

Bonus info Projected Salary increase info + performance record


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Replacement Chart

HRM organization charts indicating position

that may become vacant in the near future

and individuals who may fill the vacancies.


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Job Analysis

Provides information about jobs currently beingdone and the knowledge, skills and abilities

that individuals need to perform the job

adequately.


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Job Analysis Methods Observation Method: A job analysis techniques in which

data are gathered by watching employers work.

Individual Interview Method: Meeting with an employee todetermine what his or her job entails

Group Interview Method: Meeting with a number ofemployees to collectivity determines what their job entails.

Structured Questionnaire Method: A specifically designedquestionnaire on which employees rate tasks they performin their jobs.

Technical Conference Method: A job analysis techniquethat involves extensive input from the employeessupervisor.

Diary Method: A job analysis method requiring job

incumbents to record their daily activities.


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Job Description: A statement indicating

what a job entails. Job Specification: States minimum

acceptable qualifications to perform

successfully Job Evaluation: Specifies the relative value

of each job in the organization

Purpose of Job Analysis


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Job Description: A statement indicating what a jobentails.

Job Title: Store Supervisor

Report to: Manager

Supervises: Staff of 25

Duties & Responsibilities: Check the daily stock, outlets, liaison with suppliers

Develop daily employee Work-Rota


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Job Morphing: Readjusting skills to match

job requirements


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Brainstorming Test -1As a HR Director in AGORA Superstore

demonstrate 25 staffs (senior & general), set job

description, draw Organogram, design jobwages, design Work-Rota, how much annual

budget needs for your 25 staffs for launching

New Agora Superstore in Uttara Mode Town

Chapter 5 - HRM Plan

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