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BA 453/553
Human Resource Management
Agenda April 18, 2006
Group Presentations (5,6,7, & 8) Lecture (Job Analysis & Job Description) Video “You Be The Judge” Lecture (Job Analysis & Job Description) Video “More than a gut feeling” Recruitment activity Review for exam #1
Jobs: Analyze, Describe and Provide Specifications Determining duties and
skills Listing job duties,
responsibilities, reporting, conditions, supervision
“Human requirements”
What Information do I Collect?
Work activities Human behaviors Machines, tools,
equipment and work aids Performance standards Job context Human requirements
Work activities
Cleaning Selling Teaching Painting How, why and when
the activities are performed
Human behaviors
Sensing Communicating Deciding Writing Job demands
Lifting Walking Jumping jacks?
Machines, Tools, Equipment, Work Aids Products made Materials processed Knowledge Services
Performance Standards
Job Context
Working conditions Schedule Organizational context Social context
Human Requirements
Job-related knowledge and skills Education Training Work experience
Personal attributes Aptitudes Physical characteristics Personality Interests
Uses of Job Analysis Information
Job Analysis
Job Descriptionand
Job Specification
Recruiting andSelection Decisions
Performance Appraisal
Job Evaluation—Wage and Salary
Decisions(Compensation)
TrainingRequirements
Uses of Job Analysis Information Recruitment and selection Compensation Performance Appraisal Training Discovering unassigned duties EEO compliance
Methods of Collecting Job Analysis Information The interview Questionnaire Observation Participant diary/logs U.S. Civil Service
Procedure Quantitative techniques Multiple sources of
information
Widely Used: The Interview
Individual interviews with each employee
Group interviews with groups of employees who have the same job
Supervisor interviews with one or more supervisors who know the job.
How to Conduct a Questionnaire Session Use a specific questionnaire Establish rapport Follow a structured approach List duties in order of importance or
frequency of occurrence Review and verify the data
Observation
Observation may be combined with interviewing
Take complete notes
Talk with the person being observed – explain what is happening and whyAsk questions
Writing Job Descriptions
Job Identification Job Summary Relationships Responsibilities and Duties Standards of Performance Working Conditions and Physical Environment
Job Identification
Title Fair Labor Standards Act (FLSA) Date Approvals Supervisor’s title Grade level
Job Summary
General nature Major functions or
activities Includes general
statements
Relationships Statement
Departm entSecretary
Hum an ResourceClerk
TestAdm inistrator
Labor RelationsManager
Hum an ResourceDirector
Vice PresidentEm ployee Relations
Works with employment agencies, recruiters, union reps, state and federal agencies, vendors
Works with all department managers and executive management
Responsibilities and Duties
Examples Establishes marketing
goals to ensure share of market
Maintaining balanced and controlled inventories
Defines the limits of job holder’s authority Purchasing authority Discipline Interviewing and hiring
Standards of Performance - Example Duty: Meeting Daily Production Schedule
Work group produces no fewer than 426 units per working day
Next workstation rejects no more than an average of 2% of units
Weekly overtime does not exceed an average of 5%
Writing Job Specifications
What human traits and experience are required to do the job well?Specifications for trained versus untrained
personnelSpecifications based on judgmentSpecifications based on statistics
Job Related Behaviors
Industriousness Thoroughness Schedule flexibility Attendance Off-task behavior Unruliness Theft Drug misuse
April 25th
Training & Development Guest Speaker: Marge Cieri of Mardac
Consultants Exam Chapters 1 - 5