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2. Describe human resource planning as a source of information for decision making
Discuss strategy as a source of information for making human resource decisions
Discuss economic conditions as a source of information for making human resource decisions
Describe job analysis as a source of information for making human resource decisions
Discuss the job-analysis process and identify and summarize common job-analysis methods

3. 5.1 The Human Resource Planning

4. Human Resource Planning as a Source of Information
Forecasting the supply of human resources
Human resource information system: Integrated and increasingly automated system for maintaining a database regarding the employees in an organization
Labor force trends and issues
Executive succession: Involves systematically planning for future promotions into top management positions
Forecasting the demand for human resources

5. Strategy as a Source of Information
Growth strategy
Indicates growing sales, increasing demand, and expanding operations for the organization
Stability strategy
Organizations implement programs that help reduce turnover among current employees, making stability easier to maintain
Reduction strategy
Alternative to terminations and layoffs is early retirement

6. Economic Conditions as a Source of Information
Rate of unemployment: Calculated by the Bureau of Labor Statistics as the percentage of individuals looking for and available for work who are not currently employed
Unemployment rates
Prevailing wage rate for a given job in a given labor market
Market wage rates
Investments people make in themselves to increase their value in the workplace
Human capital investments

7. Job Analysis as a Source of Information
Provides fundamental input by defining the kinds of general work and specific jobs that the organization relies on
Job analysis: Process of gathering and organizing detailed information about various jobs within an organization
Knowledge, skills, and abilities (KSA): Fundamental requirements necessary to perform a job

8. 5.3 Job Analysis and Other Human Resource Functions

9. Steps in Job Analysis

10. Job-Analysis Techniques
To have one or more SMEs prepare a written narrative or text description of the job
Narrative job analysis
Defines abilities as the enduring attributes of individuals that account for differences in performance
Fleishman job-analysis system

11. Job-Analysis Techniques
Family of job-analysis methods where each has unique characteristics
Task-analysis inventory
All jobs can be described in terms of level of involvement with people, data, and things
Functional job analysis

12. Job-Analysis Techniques
Consisting of 194 items that reflect work behavior, working conditions and job characteristics
Assumed to be generalizable across a wide variety of jobs
Position analysis questionnaire (PAQ)
Contains 197 items where the focus is on managerial jobs
Management position description questionnaire (MDPQ)
Focuses on critical behaviors that distinguish from ineffective performers
Critical incidents approach

13. Job Descriptions and Job Specifications
Lists the tasks, duties, and responsibilities for a particular job
Job description
Focuses on the individual who will perform the job and indicates the knowledge, abilities, skills, and other characteristics
Job specification

14. Human resource information system is an integrated and increasingly automated system for maintaining a database regarding the employees in an organization
Factors that affect a person’s decision to seek employment includes unemployment rates, market wage rate, and human capital investments

15. Job analysis is the process of gathering and organizing detailed information about various jobs within the organization
Job-analysis process consists of determining information needs, determining methods for obtaining information, and determining who will collect information

16. Critical incidents approach
Executive succession
Fleishman job-analysis system
Human capital investments
Human resource information system
Human resource planning
Job analysis
Job analysts
Job description
Job specification

17. Knowledge, skills, and abilities (KSA)
Management position description questionnaire (MDPQ)
Market wage rate
Occupational information network (O*NET)
Position analysis questionnaire (PAQ)
Rate of unemployment
Subject matter expert (SME)
Tasks-analysis inventory