Workforce Forecasting Provides Essential Mgmt 530

Workforce Forecasting Provides Essential Mgmt 530

Workforce Forecasting Provides Essential Mgmt 530

Chapter 4 discussed the topic of analyzing and designing work. Job analysis represents a quintessential HRM activity performed within the analysis and designing of work. The necessity to perform job analysis begins with business strategy. The business strategy creates changes; to implement the strategy, change begins with the structure of the business. Changes to the structure, which is comprised of work processes and jobs, requires HRM to conduct job analyses. Job analyses produce three outcomes for jobs; 1) new jobs are created, 2) some current jobs are modified, and 3) some jobs become obsolete and are deleted (Armstrong, 2016). Figure 1.1, titled Strategic HRM, on page 5 of the course textbook, shows that the HRM activity of job analysis and design of work feed the HRM activity of HR Planning.

As stated above job analysis produces thee outcomes for jobs. These three outcomes are used in the HRM activity of HR Planning which identifies the human talent needs to implement the strategy. These needs are produced by the activity of Workforce Forecasting. Job analysis and Workforce Forecasting provides essential information for the HRM function of Staffing [recruiting and selection].

Within each new job and within each modified job, HRM develops Job Descriptions, Job Specifications, and Essential Job Functions, the three key parts of a Job. Job Descriptions outlines the specific tasks, duties, and responsibilities of the job. The Job Specifications identifies the specific knowledge, skills, abilities, and other attributes (KASO) to perform the job, and the Essential Job Functionsare the basic job dutiesthat an employee must be able to perform, with or without reasonable accommodation. These three parts of a Job identify what human talent to recruit, identifies what selection process to use, and provide guidelines that comply with EEO law.

Respond to this prompt from the position of a Manager: You are a production department manager in a department where strategy changed the workflow structure due to the introduction of new technology. The new technology created a new job, titled Process Technician. Discuss HOW the concept of Systems Thinking and the HRM activity of Job Analysisassist you, the Manager, with complying with EEO law within the selection processand in selecting to appropriate selection method to fill this new job.