Strategic Planning, Human Resource Planning, and Job Analysis 

Building upon HR as a strategic planning function of the organization, this chapter connects HR planning activities to the overall organizational mission, environment, objectives, and organizational strategies. HR planning is shown to include the concept of job analysis as setting a standard for matching workforce supply (internally and externally) with job openings that accomplish the strategy of the organization, as well as the creation of job descriptions.  The job analysis process and methods, components necessary for a job description, and competency modeling are explained for the purposes of supplying appropriate capabilities for the workplace/organization. Concepts such as job design are noted as important in relating work within all organizations. Job enrichment, Job enlargement, and reengineering are suggested alternatives in job design.

 

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Learning Objectives:

  1. Describe the H R strategic planning process.
  2. Explain the human resource planning process.
  3. Describe the job analysis process and methods.
  4. Summarize the components of a job description.
  5. Explain what competencies and competency modeling are.
  6. Summarize job design concepts.

 

Reflect on the assigned readings for the week. Identify what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding.

 

Also, provide a graduate-level response to each of the following questions:

  1. Why is it important in today’s business environment to have a sound job analysis system? What methods are available for collecting job analysis data?
  2. What is succession planning? How has succession planning changed in recent years?

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