Chapter 5: Human Resource Planning and Job Analysis
Reviewing Important Concepts
1. Explain human resource planning and explain why it is important to organizations.
(LO 1)
Strategic human resource planning is the process by which an organization ensures that it
2. Explain how you would do a job analysis for the position of “Successful HR
Student” and create a job description using the elements in this chapter. Explain
your choices of essential functions and job specifications. (LO 2, 3)
These elements from chapter 5 should be included in all answers:
Steps in a Job Analysis to be followed:
Understand the purpose of conducting the job analysis
Sources of information to choose from:
Observation method.
Individual interview method.
Job Description should include:
Identifying Information
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Chapter 5: Human Resource Planning and Job Analysis
3. Identify the advantages and disadvantages of the observation, structured
questionnaire, and diary job analysis methods. (LO 2)
Advantages of the observation method are that the analyst can collect firsthand
information quickly, and can assimilate that data easily with other data. Behaviors can be
accurately described. The observer has the advantage of a dispassionate, impartial
The structured questionnaire, by using a specifically designed questionnaire, obtains
consistent responses because the same questions are asked of all workers. The format is
The diary method requires job incumbents to record their daily activities. It is useful in
gathering subtle, non-routine or complex data about a job. It provides information that
may not be obvious to the observer and allows the incumbent to record important job
4. Explain the importance of essential functions as they relate the Americans with
Disabilities Act. (LO 3)
The ADA requires employers to give equal consideration to applicants that can perform
the essential functions of a position with “reasonable accommodation.” Employers who
5. Identify how each of the five core job characteristics of job enrichment could be
used to improve your job or a job of your choice. (LO 4)
Students should consider the following five core concepts of job enrichment: skill variety,
6. Describe the human resource planning implications when an organization
implements flexible scheduling. (LO 5)
A variety of options are available including compressed schedules, flex time, job sharing
and telecommuting.
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Chapter 5: Human Resource Planning and Job Analysis
Evaluating Alternatives
7. After asking a production supervisor to review several job descriptions for positions
he supervises, he returns them an hour later with a note that they are all ok. You
explain that you are concerned that new technology and changing work practices
may require updates, but he replies “My people are great. They do what they’re
supposed to do and I trust them to make good decisions. If something needs to be
changed, I tell them and they do it. We don’t need to change the job descriptions.
Nobody reads them anyway.” How will you reply? (LO 2, 3, 4)
The supervisor needs to understand the importance of accurate job descriptions for
recruiting and hiring new employees, training new employees, evaluating employees,
establishing fair compensation and complying with the Americans with Disabilities
Act. HR depends on accurate job descriptions for employment planning.
Elements of a good response should include explanations of:
8. When proposing that your organization investigate flexible scheduling and other
flexible workplace options, the CEO replies that she has no interest in “getting
involved in that type of chaotic workplace.” She went on to cite Yahoo and Best Buy
as examples of companies that went downhill after they allowed employees to
telecommute. “Our culture and high productivity are too valuable in this
competitive environment. I won’t risk losing that.” Is there a way to create a flexible
workplace, yet preserve an innovative and high-performing culture? Explain the
risks and rewards as you see them. (LO 5)
It’s true that not every company and not every position are suited to telecommuting, but
the reasons Best Buy and Yahoo stopped offering the option are complex. There are other
Best Buy and Yahoo implemented telecommuting extensively and many key employees
were rarely required to show up at their headquarters in person. Those CEOs felt that led to
Advantages include employee satisfaction with the ability to balance work-life
responsibilities, less time spent commuting to work, advantages in recruiting and increased
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Chapter 5: Human Resource Planning and Job Analysis
Research and Communication Skills
These activities require students to research a topic and report the findings to the instructor or the
class. They can be assigned to either individuals or groups and are designed to develop critical
thinking, research and presentation skills necessary for HR. Grading can be simplified by using
the grading rubric above.
Activity Summaries
9. Samsung’s innovative Global Services Group program is profiled in the chapter opener.
10. Using personal experience, students devise a job description and improved job design.
11. O*Net is a source for locating relevant information about a position of interest. Findings
12. Qualifications necessary to perform an HR manager position are researched by
Making a Difference: Service Learning Projects
Overview: Service Learning Projects provide students with opportunities to develop and
demonstrate HR skills and build a professional network that will assist in getting a job in HR.
The activities that relate to this chapter on HR Planning include using planning skills to organize
an event such as a fundraiser, food drive or doing housekeeping for a non-profit. A sample
assignment with requirements and grading materials is available at the front of the Instructor’s
Manual and as a download from the text website.
Case Application 5 – A Talent Management Is Tough to Deliver
Elyse took over as president of a home healthcare supply company when her father retired. Soon
after, many other longtime employees also retired. Replacing the lost experience was difficult
and the new employees just don’t seem to be able to fill their shoes. Elyse turns to the HR
Director to figure out how to halt the flood of complaints for workers and customers alike.
Questions:
1. Evaluate MedHome’s HR practices from the perspective of workforce planning and
talent management. (LO 1, 2)
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Chapter 5: Human Resource Planning and Job Analysis
Medhome did not have employees at the right place, at the right time, capable of effectively
and efficiently completing those tasks necessary to successfully accomplish the strategic
2. Where did the job description revision process at MedHome break down? Explain
whether it is necessary to start over with a complete job analysis, or if another
revision of the current job description will resolve the issue. (LO 1, 2, 3)
Like many companies, they had a process in place, and went through the motions, but the
participants gave little thought to updating the job descriptions and requirements when
they were asked to do so.
3. How could the hiring problems have been prevented? (LO 1, 2, 3)
Doing a thorough job analysis would have allowed HR to update the job descriptions,
essential functions and specifications. These should have been included in the
4. What would you do if you Elyse and Jacob?(LO 1, 2, 3, 4)
They need to start with the basics:
Assess their current human resources with a human resource inventory report.
Implementing an HRIS would assist with job analysis, applicant tracking, hiring,
5. Research: What services do HRIS systems provide that would be useful at
MedHome? Would an HRIS system be cost effective in a business the size of
MedHome? Find several providers of HRIS services and make a recommendation
for Elyse Suarez. (LO 1)
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Chapter 5: Human Resource Planning and Job Analysis
There are many, many providers of HRIS systems. Several have great websites with
Case Application 5-B: TURNOVER AND MORALE PROBLEMS AT TSA
The Transportation Safety Administration (TSA) has faced low morale and high turnover of its
screeners. Reasons cited for the problems include low pay, discrimination, and fear of retaliation
for complaining. TSA employees voted to allow union representation in 2011 and a collective
bargaining agreement was negotiated in 2012. The agreement replaced the pay-for-performance
system that was considered discriminatory by employees. Other changes in the agreement
included: a new performance appraisal process; new awards for outstanding achievement;
changes in policies for attendance, tardiness and sick leave; revisions in bidding for shifts;
changes in uniforms, working conditions and a new dispute resolution process.
1. How do elements of the collective bargaining agreement address job enrichment
issues? In what ways might they influence morale and retention? (LO 4)
The collective bargaining agreement addressed working conditions that the employees
found unfavorable, which will help with morale and turnover. Additionally, motivation
2. Choose a job analysis method or combination of methods to begin the process to
redesign the TSA officer job descriptions. Why would this be the most appropriate
method(s) to analyze the positions? (LO 2, 3)
Encourage a variety of answers. This question will require critical thinking about which
of the job analysis methods (job observation, individual interview, group interview,
3. How can well designed jobs reduce the attractiveness of union representation for
employees? (LO 4)
Some industries such as manufacturing and the government are more likely to be
unionized regardless of the quality of management, but in the private sector, employees
4. Research: What is the current status of AFGE and the TSA? Has the TSA added
elements of job enrichment to the TSO positions? Will the issues they are currently
negotiating lead to job satisfaction? (LO 4)
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Chapter 5: Human Resource Planning and Job Analysis
Online Case Application 5 – C: TEAM FUN
Questions:
1. Help Tony write his job description. What should be included in each section? (LO 3)
2. What techniques should he use to gather data? (LO 2)
3. How should he conduct the job analysis? (LO 2)
4. What should he say to Kenny and Norton to convince them to initiate Human Resource
Planning? (LO 1)
5. How will job descriptions change the organization? (LO 1, 2, 3)
6. How can HRIS benefit TEAMFUN? (LO 1)
7. Explain how better job design and more flexible scheduling options will help the company.
(LO 4, 5)
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