CHAPTER 5
HUMAN RESOURCE PLANNING AND JOB ANALYSIS

CHAPTER OVERVIEW

The chapters begins by describing the intensive succession-plan for the new CEO at Quest Diagnostics. The process of human resource planning, and its connection to overall strategic organizational planning is described. Next, key notions are that a firm must know its mission and goals, and its strengths, weaknesses, opportunities, and threats (SWOT). Then human resources must describe jobs that will perform tasks necessary to meet the goals. Factors to consider, such as the skills of current employees, available tools, and management information systems, are presented in the discussion on how labor supply and demand are matched. Job analysis, which is used to determine the knowledge, skills and abilities required for each job, is described, and the importance of job analysis for almost all HRM activities is emphasized. Finally, current issues in human resource planning, which today must deal with downsizing and rightsizing, are presented.

Additional Features of this Chapter

Exhibit 5-2 is s sample replacement chart.

Examples from various job analysis techniques are provided and Exhibit 5-4 outlines the steps in a job analysis.

Exhibit 5-9 gives a sample job description for a benefits manager.

“Ethical Issues in HRM” discusses various competitive intelligence activities and the difference between ethical vs. legal.

ADDITIONAL LECTURE OR ACTIVITY SUGGESTIONS

Environmental Scanning: Bring to class (or have students bring to class) news articles about general trends in your community and region, as well as national and world-wide. These should not necessarily be directly related to HR topics. Ask students in small groups to review the articles and discuss how the information in them could be used by strategic human resource planners. Articles might cover, for