Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
(PART 1)
V I D H YA S R I N I VA S
INTRODUCTION
capable of effectively and efficiently completing those tasks that will help the
organization achieve its overall strategic objectives
INTRODUCTION
HR planning must be
why it exists
supply of
human resources
JOB ANALYSIS
See
http://www.staffing-and-recruiting-essentials.com/Sample-Job-Analy
sis.html
for a sample job analysis.
J O B A N A LYS I S
HR
safety &
planning
health
job analysis
job description
job specifications
employee
compensation development
performance employee
management training
career
development
JOB ANALYSIS
Job design is how a position and its tasks are organized.
great job design enriches and motivates through
skill variety task identity task significance
autonomy feedback from job itself
flexible work schedules keep employees motivated
and loyal
flex time job sharing telecommuting
Raw Inputs
- material
- information
People
- knowledge
- skills
- abilities
JOB ANALYSIS INFORMATION
Teaching Research
prepares and prepares research
presents lecture reports for
material in publication in
class journals
Advising Service
gives career serves on
counseling advice departmental
to students committees as
Consulting
needed
performs
work for
external
organizations
JOB DESIGN
Job design
Job redesign
Four approaches used in job design are:
mechanistic approach
motivational approach
biological approach
perceptual-motor approach
MECHANISTIC APPROACH
Human Human
requirements behaviors
Information
Collected Via
Job Analysis
Machines, tools,
Job
equipment, and
context
work aids
Performance
standards
USES OF JOB ANALYSIS INFORMATION
Recruitment
and selection
compliance Compensation
Information
Collected via
Job Analysis
Discovering
Performance
unassigned
appraisal
duties
Training
COLLECTING JOB ANALYSIS
INFORMATION
Methods for Collecting Job Analysis
Information
Questionnaire
Interviews Observations Diaries/Logs
s
STEPS IN JOB ANALYSIS
Steps in doing a job
analysis:
1 Decide how youll use the information.
Information Sources
Individual employees
Groups of employees
Supervisors with
knowledge of the job
Interview Formats
Structured (Checklist)
Advantages
Unstructured
Quick, direct way to
find overlooked
information
Disadvantage
METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION: QUESTIONNAIRES
Information Source
Have employees fill out Advantages
questionnaires to
describe their job- Quick and efficient way
related duties and to gather information
responsibilities from large numbers of
employees
Questionnaire Formats
Disadvantages
Structured checklists
Expense and time
Open-ended questions
consumed in preparing
and testing the
questionnaire
Job Analysis Questionnaire for Developing Job Descriptions
Advantages
Information Source Provides first-hand
information
Observing and noting
Reduces distortion
the physical activities of of information
employees as they go
about their jobs by Disadvantages
managers. Time consuming
Reactivity response
distorts employee behavior
Difficulty in capturing
entire job cycle
Of little use if job involves
a high level of mental
activity
METHODS FOR COLLECTING JOB ANALYSIS
INFORMATION: PARTICIPANT DIARIES/LOGS
Department of
Position Analysis Functional Job
Labor (DOL)
Questionnaire Analysis
Procedure
Portion of a Completed Page from the Position Analysis Questionnaire
Advantages
Collects information in a standardized format from geographically dispersed
employees
Requires less time than face-to-face interviews
Collects information with minimal intervention or guidance
WRITING JOB DESCRIPTIONS
Job
identification
Job Job
specifications summary
Sections of a
Typical Job
Working Description Responsibilities
conditions and duties
Standards of Authority of
performance the incumbent
THE JOB DESCRIPTION
Job Identification Responsibilities and
Job title
FLSA status section Duties
Preparation date Major responsibilities and
Preparer duties (essential
Job Summary functions)
General nature of the job
Major functions/activities Decision-making
Relationships authority
Reports to: Direct supervision
Supervises:
Budgetary limitations
Works with:
Outside the company: Standards of
Performance and
Working Conditions
What it takes to do the
job successfully
Sample Job Description, Pearson Education
Sample Job Description, Pearson Education (contd)
Preliminary Job Description Questionnaire
WRITING JOB SPECIFICATIONS
What human traits
and experience are
required to do this job
well?
Job specifications
Job specifications Job specifications
for trained versus
based on based on
untrained
judgment statistical analysis
personnel
WRITING JOB SPECIFICATIONS
(CONTD)
Steps in the Statistical Approach
1. Analyze the job and decide how to measure job performance.
2. Select personal traits that you believe should predict successful performance.
3. Test candidates for these traits.
4. Measure the candidates subsequent job performance.
5. Statistically analyze the relationship between the human traits and job
performance.
JOB ANALYSIS IN A WORKER-EMPOWERED
WORLD
Job Design:
From Specialized
to Enriched Jobs
Changing the
Organization and
Its Structure