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Examples of HR Job Dut ies

Recru iters

Search for qualified job applicants.

Equal employment opportun ity ( EEO) coord inators

Investigate and resolve EEO grievances, examine organizational

practices for potential violations, and compile and submit EEO

reports.

Job analysts

Collect and examine information about jobs to prepare job

descriptions.

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Examples of HR Job Dut ies

C ompensation managers

Develop compensation plans and handle the employee benefits

program.

Training specialists

Plan, organize, and direct training activities.

Labor relations specialists

Advise management on all aspects of unionmanagement

relations.

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A Chang ing HR Env ironment

Global iz at ion (expatriates )

Technolog ical Advances (job searches, backgroundchecks, etc)

Export ing ( import ing) Jobs (serious issue)

The Nature of Work ( cost of human capital)Workforce Demograph ics (diversity, people retirelater, more women in the workplace, flexible work hours,etc)

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The New HR Manager

New P rof icienc ies

HR proficiencies

Business proficiencies

Leadership proficiencies

Learning proficiencies

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S trategy and the Bas ic HR P rocess

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S trateg ic Human Resource Management

Formulation and executing HR systems-HR policies

and activities-that produce the employee

competencies & behaviors in accordance with the

company needs in order to achieve its strategic

aims.

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The Nature of Job Analysis

Job analysis

The procedure for determining the duties and skillrequirements of a job and the kind of person who should behired for it.

Job descr ipt ion A list of a job s duties, responsibilities, reporting

relationships, working conditions, and supervisoryresponsibilities one product of a job analysis.

Job spec if icat ions A list of a job s human requirements, that is, the requisite

education, skills, personality, and so on another productof a job analysis.

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U ses of Job Analys is Informat ion

Recruitment and Selection- job descript/ specs

Compensation- total comp package

Performance Appraisal- compares perf. to expectationsTraining- skills that are required

Discovering Unassigned Duties- activity w/o resp.

EEO Compliance- does the job meet the stds

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U ses of Job Analys is Informat ion

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S teps in Job Analys is

Step 1: Decide how you ll use the informationStep 2: Review relevant background information (org charts,

process job flow, etc)

Step 3: Select representative positions (sample)

Step 4: ctually analyze the job (# of EE, wk condition)

Step 5: V erify the job analysis information with the employeeconcerned and his/her immediate supervisor

Step 6: Develop a job description and jobspecification (2 separate documents )

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Chart ing the Organ iz at ion

Organization chart A chart that shows the organization wide

distribution of work, with titles of each position andinterconnecting lines that show who reports to and

communicates to whom.Process chart A work flow chart that shows the flow of inputs to

and outputs from a particular job.

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HR Department O rganizational C hart (Large C ompany)

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P rocess Chart for Analy zi ng a Job s Workflow