Unit 1 and 2 - Overall - DUE IN 18 HOURS

Running Head: STRATEGIC HR PLANNING 1

STRATEGIC HR PLANNING 4

Strategic HR Planning

Institutional Affiliation

Student’s name

Strategic HR Planning

Effective planning is a vital component of human resource management. It is through effective planning that a company can determine its future human resource needs. It enables the company to meet its current and future demand for skills and talent. Through effective planning, human resource managers can develop and anticipate the skills that the company values most as well as creating an optimal balance of staff. Effective planning involves having well-defined objectives, determining the human resource needs, keeping a manpower inventory, adjusting demand and supply, and creating a proper work environment.

A job analysis is a systematic method used to establish the components of a certain job position including the qualifications required to fill such a position and the duties and responsibilities of the job. A job analysis is conducted by surveying the existing employees within the organization. This can be achieved by issuing questionnaires to be filled by the employees. Observations, interviews, and other special methods of analysis can also be used to complete a job analysis. This process is important because it helps the recruiting personnel to come up with an effective job description as well as accurate job specifications.

The validity of job analysis can be done either through benchmarking or a predictive criterion-related validation study. Accurate assessment of the job duties and the content of the job is vital in making the job analysis valid. The Equal Employment Opportunity Commission requires that the job analysis and selection procedure should be validated. The importance of this validation is to make sure that selection tests were accurate in measuring job performance.

REFERENCES

Breaugh, J. A. (2017). The contribution of job analysis to recruitment. The Wiley Blackwell handbook of the psychology of recruitment, selection, and employee retention, 12-28.