Question.2413 - ULOs reflected in discussion: 1. Explain the Basic Elements of Human Resources Planning (2) 2. Differentiate Forecasting HR Requirements and Availabilities, Reconciliation and Gap Analysis (2) 3. Identify 3 Techniques and Sources of Job Analysis (1) Directions: 1. To staff an organization, HR needs to determine the requirements, (How many will the organization need?) They also need to determine the availability of staff (How many of the currently employed staff will be with the organization next year?) Which approach would you recommend for forecasting need, availability, and why? 2. Job Analysis is the heart of Human Resources. Your new HR assistant will be compiling information to update the organization’s job descriptions. Which job analysis approach will you use, and why?
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DiscussionHuman xxxxxxxx planning xxx is xxx constant xxxxxxxx of xxxxxxxxx planning xx accomplish xx organization x most xxxxxxxxx aspect xxxxxx employees xxxxx resources xxxxxxxx provides xxx finest xxxxx between xxxxxxxxx and xxxx and xxxxxxx manpower xxxxxxxxx There xxx four xxxxxxxx involved xx Human xxxxxxxx Planning xxxxx collecting xxx researching xxxxx regarding xxxxxxxxxxx demand xxx the xxxxxx of xxxxx to xxxx these xxxxxxx The xxxxxx one xx the xxxxxxxxxxxxxx of xxxxxxxx human xxxxxxxx objectives xxxxx can xxxxxx upon xxxxxxxxx and xxxxxx of xxxxx The xxxxx involves xxxxxxxxx and xxxxxxxxxxxx programs xxxx match xxx company x objectives xx satisfying xxxxxxxx needs xxxx influence xxx ability xx retain xxxxx Such xxxxxxxx also xxxxxx the xxxxx s xxxxxxx and xxxxxx demands xxxxxxx training xxxxxxxx Finally xxx fourth xxxxxxx of xxxxxxxx monitors xxx evaluates xxx value xx the xxxxx resource xxxx and xxxxx changes xx relevant xxxxxxx HR xxxxxxxxxxx is xxx method xx forecasting xxx demand xxx supply xx employees xx skills xxxx are xxxxxx and xxxxxxxxx to xxx the xxx done xxxxx forecasting xxxxxxxxxx include xxxxxxxxxxxx assessments xxxxx calculations xxxx assess xxx quantity xx staff xxxxxx and xxxx An xx gap xxxxxxxx is x study xx the xxxxxxxx workforce xxx the xxxxxx the xxxxxxx has xxxxxxxx to xxx workforce xxxxxx to xxxxxxx the xxxxxxxx goals xxxxxxx Job xxxxxxxx is xxx procedure xx studying x job xx specify xxxx activities xxx duties xx requires xx helps xx assessing xxxxxxxxxxx about xxx job xx the xxxxxxx both xxxxxxxxxxxxxx and xxxxxxxxxxxxxx The xxxx prominent xxxxxx or xxxxxxxxx used xx Job xxxxxxxx is xxxxxxxxxxx Technique xxx Questionnaires xxxxxxxxx and xxxxxxxxx Technique xxx most xxxxxxxxx job xxxxxxxx methods xxx described xxxx The xxxxxxxxxxx Technique xxxxxxxx of xxxxx methods x Direct xxxxxxxxxxx Work xxxxxxx Analysis xxx Critical xxxxxxxx Technique xxx first xxxxxx is xx observe xxx record xx employee x behavior xxx role xxx second xx the xxxxxxxxx through xxxxx the xxxxxxxxx of x factory xxxxx time xxx motion xxxxx with xxxxx motion xxx third xxxxxxxxx is xxxxx assessing xxx employees xxxxxxxxx skills xxxxxxxxx and xxxxx characteristics xxxxxxxxx to xxxxxxx success xx a xxxx or xxx Zvomuya xx I xxx to xxxx the xxxx of xx I xxxxx prefer xxx first xxxxxx i x direct xxxxxxxxxxx because xxxx method xxxxxxxx and xxxxxxx behavior xxxxxx activities xxxxx and xxxxxx while x person xx group xx doing xxx job xxxxxxxxxxxxxxxxx K xxxxx Resource xxxxxxxx Process xxxxx Business x Chron xxx Retrieved xxxxx from xxxxx smallbusiness xxxxx com xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx html xxxxxxx K xxx Analysis xxxxxx The xxxxx Capital xxx Retrieved xxxxx from xxxxx www xxxxxxxxxxxxxxxxxx com xxxxxxxx what-are-the-methods-of-job-analysisMore Articles From Management
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