The employees you hire can make or break your business. While some may be tempted to hire the first person who walks in the door--just to get it over with--doing so, can be a fatal error for businesses. Companies today cannot afford to carry deadwood on staff; a slow employee slows down the whole team and wrong employees are expensive to terminate. So, HR personnel should start smart by taking time to figure out the companies staffing needs before they even begin looking for job candidates. This requires careful analysis of the job within the organization and finding out what are the person specifications needed to fulfill the job requirements.
Exactly how many employees of what type is needed to run operations smoothly is a BIG question. Not everyone who runs a business knows the right answer; in fact maybe there is no perfect answer. But HR professionals can be proactive and practice the principles of HR Planning; to come to some logical conclusion about exactly how many or what type of employees are required by their organization. The methods they use can be quantitative or qualitative based on the nature of the organization and each of their departments.
If you are a HR professional you are aware of the process of Job Analysis and HR Planning. But how many of you can honestly state that you know exactly how to conduct Job Analysis or prepare a HR Plan? How many of you have actually used the Job Analysis findings to prepare a HR plan for your organization? If you have done it Congratulations! If not this Learning by Doing Workshop is designed to give you a practical exposure to exactly how to use Job Analysis information and build a realistic HR Plan for your organization.
A discovery learning approach is taken in this workshop to provide a realistic scenario for learners to work through a business dilemma using HR Planning strategy and Job Analysis processes to resolve and then to apply this approach to their own HR Planning needs. The application of the learning is reinforced through practice sessions that will prepare the learners for the on-the-job application. Participants will practice working with a variety of tools and techniques that will enhance their ability to collaborate with managers when undertaking HR planning for their departments.
At the end of the workshop, participants will be able to:-
Understand the concept of jobs and its roles within an organization
Review of Job Analysis and HR Planning basics
Conduct a JA interview based on key components of a Job Description.
Learn about different types of Job Descriptions Narrative Form, Structured and Questionnaire Type.
Understand and conduct a Job Analysis work on a given position resulting in the writing of a proper Job Description (JD)
Develop HR Plans based on JD (s) prepared and organizations HR Strategy
Conduct quantitative and qualitative analysis of HR Planning requirements
Understand effective usage of Job Description for Recruitment Work
Workshop topics to be covered:
JOB ANALYSIS Definition
Stages of the Job Analysis Process
Purposes of Job Analysis
What aspects of a Job are analyzed?
Methods of Job Analysis
Behavioral aspects of a Job Analysis
Sources of Job Analysis information
Job Characteristics Model
Components of Job Description and Job Specification
HR PLANNING Definition
Linkage between HR Planning and Business Strategy
How to integrate HR Plans with Business Plans
Importance of HR Planning
Advantages of HR Planning
Barriers to a successful HR Plan
Stages of HR Plan
Factors that determine HR Planning
HR Planning process
HR Demand and Supply Forecasting
Relationship between HRP and HRIS