Job Design, Job Analysis & HR Planning

HRM, Sridevi Kulenur 1

 Job Design
 Approaches To Job Design
 Job Design Options
 Job Analysis
 Process of Job Analysis
 Benefits of job Analysis
 HR Planning
 Objectives of HRP
 Linkage of HRP to other Plans
 Need for HRP
 Benefits of HRP
 Factors Affecting HRP
 Process of HRP
 Limitations of HRP

HRM, Sridevi Kulenur 2

 Definition: Job Design is the process of deciding on
the content of a job in terms of its duties and
responsibilities; on the methods to be used in carrying
out the job, in terms of techniques, systems and
procedures and on the relationships that should exist
between the job holder and his/her superiors,
subordinates and colleagues.

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 To meet the organizational requirements

 To satisfy the needs of the individual employees.

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 Engineering Approach

 Human Approach

 The Job Characteristic Approach

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 Work should be scientifically studied
 Work should be arranged
 Matching the job
 Employee training
 Monetary compensation

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 Interesting and rewarding jobs
 Herzberg Two Factors –
 Motivating Factor
 Hygienic Factor

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 According to Hackman & oldham – employees
will work hard when they are rewarded for
the work they do and when the work gives
them satisfaction.
 Motivation, satisfaction and performance

should be integrated in the job design.

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 Skill Variety
 Task Identity
 Task Significance
 Autonomy
 Feedback

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 Job Rotation

 Job Enlargement

 Job Enrichment

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 Job Design Approach Positive Outcome Negative Outcome

Job Rotation Job’s intrinsic reward Jobs do not improve

potential is likely to increase

Job Enlargement Claims to have motivational Likely to be resisted by

impact employees

Job Enrichment Increased motivation & People may not like to accept
reduced absenteeism new responsibility

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 Definition: Job Analysis is the process of collecting
job related information. Such information helps in the
preparation of job description and job specification

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 Job
Job Analysis
Analysis

Job Description: Job Specifications:

• Job title • Education
• Location • Experience

• Job summary • Training

• Duties • Judgment

• Machines, tools & equipments • Initiative

• Materials and forms used • Physical effort

• Supervision given or received • Skills

• Working conditions • Responsibilities

• Hazards

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 Human Resource Planning
 Recruitment & Selection
 Training & Development
 Job Evaluation
 Remuneration
 Performance Appraisal
 Personal Information
 Safety & Health

HRM, Sridevi Kulenur 14

 Collection of Background Information
 Selection of Representative Position to be Analyzed
 Collection of Job Analysis Data
 Developing a Job Description
 Developing a Job Specification
 Developing Employee Specification

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 Employment
 Organization Audit
 Training & Development Programs
 Performance Appraisal
 Promotion & Transfer
 Preventing Dissatisfaction & Settling Complaints
 Discipline
 Restriction of Employment Activity for Health
Reasons & early Retirement
 Wage & Salary Administration
 Health & Safety
 Induction
 Industrial Relations

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Introduction :

Human resource planning facilitates realization of

company’s objective; it actually estimates type and
quality of people you require in the organization.

It is the process of analyzing and identifying the need

for and availability of human resources so that the
organization can meet its objectives.

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 E.W.Vetter - A process by which an organization
should move from its current manpower position to its
desired manpower position. Through planning,
management strives to have the right number and right
kind of people at the right places, at the right time,
doing things which result in both the organization and
the individual receiving maximum long run benefit.

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 To meet the need of expansion
 To force the impact of technology on the work on the

existing employees and on the future HR requirements

 To improve knowledge skill & discipline
 To access surplus or shortage of HR
 To maintain congenial industrial relationship
 To minimize imbalance caused due to non availability of

HR
 To make best use of HR & to estimate cost of HR

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 When organization faces shortage of HR
 Due to rapid change in technology
 When there is change in design and structure
 Demographic changes
 Government policy
 Labor laws
 Pressure from trade unions, politicians

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 It checks the corporate plan of organization
 It offsets un-certainty & changes
 It provides for advancement and development of employee
 It helps to anticipate cost of salary enhancement
 It helps in formulating budget in the organization
 It cause of development of various sources of HR to meet the
organizational needs
 Adjusting with the rapid Technological change
 Lower HR costs through better HR management.
 Recruitment of qualified human resources
 It can facilitate expansion programs
 To treat the manpower like real corporate assets

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External Factors:
 Government Policies
 Level of Economic Development
 Business Environment
 Level of Technology
 International Factors

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Internal Factors:
• Company Policies & Strategies
• Human Resource Policies
• Job Analysis
• Time Horizons
• Type & Quality of Information
• Company’s Production Operations Policy
• Trade Unions

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1. Analyzing the Organizational Plan
2. Forecasting the overall HR Requirements
 Managerial Judgment
 Statistical Technique
 Work Study Techniques

3. Supply Forecasting
4. Estimating the Net HR Requirements
5. Action Plan for Redeployment, Redundancy/Retrenchment
6. Forecast Future Supply from all the Sources
7. Action Plan for Recruitment, Development
8. Modify the Organizational Plan
9. Retention Plan

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 Resistance by Employers & Employees

 Uncertainties

 Inadequacies of Information System

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 Inaccuracy
 Uncertainties
 Lack of support
 Numbers’ game
 Employees resistance
 Employers resistance
 Lack of purpose
 Time & expenses
 Inefficient information system

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 Objectives
 Top management support
 Appropriate Time Horizon
 Human Resource Information System
 Adequate organization & Co-ordination

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• Job Design
• Approaches To Job Design
• Job Design Options
• Job Analysis
• Process of Job Analysis
• Benefits of job Analysis
• HR Planning
• Objectives of HRP
• Linkage of HRP to other Plans
• Need for HRP
• Benefits of HRP
• Factors Affecting HRP
• Process of HRP
• Limitations of HRP
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