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Selection
Training and development Performance appraisal Compensation management
Managing Human Capital April 2008
Job Analysis
Purpose: to improve organizational performance and productivity Definition: Process of obtaining information about jobs by determining what the duties, task, or activities of jobs are. Results of job analysis:
Man-machine Systems
Succession Planning
Training Design
Job Analysis
The job analysts responsibilities The primary responsibility of the HR department. High degree of analytical ability and writing skill Cooperation of the employees and managers at the place that jobs are analyzed
Job Analysis
SOURCES OF DATA
Job Analyst Employee Supervisor
JOB DESCRIPTION
Tasks Duties Responsibility
JOB DATA
Tasks Performance Standards Responsibilities Knowledge required Skills required Experience needed Job context Duties Equipment used
JOB SPECIFICATION
Skill requirements Physical demands Knowledge requirements Abilities needed
Method
Work study Questionnaires
Characteristics
Examine each aspect of job Details of what jobholder does
Interviews
Work diaries
Managing Human Capital April 2008
Job analysis information identifies the major job dimensions that can then be subdivided into specific job tasks. identifies the basic KSAs `neccessary to perform` the job tasks.
Functional job analysis The first approach to a single universal instrument that can be used to describe all jobs in common terms of people, data, and things. The degree to which these three factors are present in the job determines the complexity of the job.
Compensation Job analysis information is also essential for estimating the value of and appropriate compensation for each job. This is so because compensation. (such as salary and bonus) usually depends on the job's required skill and education level, safety hazards, degree of responsibility and so on-all factors that are assessed through job analysis. Job analysis provides the information determining the relative worth of each job so that each job can be classified.
Ensure Complete Assignment of Duties The job analysis is also useful for ensuring that all the duties that have to be done are in fact assigned to particular positions. For example, in analyzing the current job of your company's production manager, you may find she reports herself as being responsible for two dozen or so specific duties including planning weekly production schedules, purchasing raw materials, and supervising the daily activities of each of her first-line supervisors.
Training
Job analysis information is also used for designing training and development programs because the analysis and resulting job description show the skills-and therefore training-that are required.
Performance Appraisal
Managing Human Capital April 2008
A performance appraisal compares each employee's actual performance with his or her performance standards. It is often through job analysis that experts determine the standards to be achieved and the specific activities to be performed.
Job Description
Benefits
Ensures that every one who has a say in the hiring decisions is on the same page with respect to what the job entails. Serves as a basis for key hiring criteria. Ensures that candidates have a clear idea of what to expect if, indeed, you hire them. Serves as a reference tool during the evaluation process. Serves as a benchmark for performance after you hire the candidate.
Contents
Title of the position Department (if applicable) Direct report (to whom the person directly reports) Responsibilities Necessary skills Experience required
Department: Operations
Overall responsibility:
Supervise mailroom staff and interface with all levels of management regarding mail and supply deliveries.
Key areas of responsibility Maintain established shipping/ receiving procedures. Sort and distribute all mails on a timely basis. Maintain all photocopies, fax machines and portage meters. Order, store and distribute supplies. Facilitate all off-site storage, inventory and record management requests. Document current policies and procedures in the department as well implement new procedures for improvement. Oversee the use of a company van when needed. Skills and attributes Strong sense of customer service. Good organizational skills. Ability to lift a minimum of 15 kilos. Experience requirement Supervisory experience in a corporate mailroom environment. Good driving record.