Job Analysis Of The Human Resource Planning Model

Bohlander, Snell & Sherman (2001) introduce the human resource planning model. Before proceed to the human resource process, organization must consider the environment factor that influenced the human resource planning. Economic change like inflation influences the demand and supply of workforce where technology change make new challenges to human resource planning process where the manager need to align workforce with technologies. The organization also must make sure that the planning follows the rules and law such as employment law 1955 and occupational safety and health act. Three different elements which are job analysis, forecasting demand and supply, and legal restraint should consider by organization when doing human resource planning.

It is a support activity for staffing activities. Human resource planning also important to ensures the right resources are available at the proper time to achieve organizational goals, vision and strategy within organization. Human resource planning involve several process. Initially, human resource planning team need to develop job analysis and then from the job analysis, the teams will provide job description and job specification in one document. After done with job analysis, human resource planning team will forecast human resource requirement for the future need and forecast human resource availabilities in the organization. Forecasting human resource requirement predicted the number of employee through qualitative and quantitative methods in the proper time. Human resource planning can be done and increase the accuracy of human resource requirement through quantitative method such as trend analysis or qualitative method like Delphi method. After they have information about human resource requirement or human resource demand, they can proceed to another types of forecasting which is forecasting human resources availabilities. There are internal method such as such as skill inventory and replacement chart and also include external tools like labor mobility, demographic factor and others. In the next steps, the teams must implement the human resource planning in the organization. Lastly, after implemented, the team must evaluate the effectiveness of the plan through Human Resource Metrics. The effective human resource planning must be align with human resource strategic planning, must be monitor the progress outcome from human resource planning and ensure centralized coordination of succession planning in order to achieve organization goals. From planning, organization may prevent overstaffing and understaffing also ensures organization