Job Analysis - Human Resource Management - Lecture Slides, Slides of Human Resource Management

Download Job Analysis - Human Resource Management - Lecture Slides and more Slides Human Resource Management in PDF only on Docsity! Job Analysis 1 Definitions Task: a unit of work activity performed by a worker within a limited time period Duty: several related sequence of tasks that are performed by a worker Position: the set of all tasks & duties performed by a worker; there is a position for every individual in an organization Responsibility: Obligation to carry out assigned job. Job: a group of identical positions that involve similar tasks. 2 Objectives of Job Analysis  Determining training needs  Compensation  Selection Procedures  Performance Review  Quality and productivity (to aid in reengineering) 5 Job Analysis: A Basic Human Resource Management Tool Tasks Responsibilities Duties Job Analysis Job Descriptions Job Specifications Knowledge Skills Abilities Human Resource Planning Recruitment Selection Training and Development Performance Appraisal Compensation and Benefits Safety and Health Employee and Labor Relations Legal Considerations Job Analysis for Teams 6 Job Description and Job Specification in Job Analysis Job Analysis (4 Process of Obtaining all Pertinent Job ract) OO Job Description A statement containing items such as e Job title e Location e Job summary e Duties e Machines, tools, and equipment e Materials and forms used e Supervision given or received e Working conditions e Hazards G » Job Specification A statement of human qualifications necessary to do the job. Usually contains such items as e Education e Experience e Training e Judgement e Initiative e Physical effort e Physical skills e Responsibilities e Communication skills e Emotional characteristics « Unusual sensory demands such as sight, smell, hearing A Job Analysis Matrix What the WorkerDoes | How the Worker Does it TRuties Methods Tasks Tools Responsibilites Techniques 10 Methods of Collecting Job Data Observation Questionnaire Technical Conference 11 Methods of Collecting Job Analysis Information: The Interview  Information sources  Individual employees  Groups of employees  Supervisors with knowledge of the job  Advantages  Quick, direct way to find overlooked information.  Disadvantages  Distorted information  Interview formats  Structured (Checklist)  Unstructured 12 Methods of Collecting Job Analysis Information: Participant Diary/Logs  Information source  Workers keep a chronological diary/ log of what they do and the time spent in each activity.  Advantages  Produces a more complete picture of the job  Employee participation  Disadvantages  Distortion of information  Depends upon employees to accurately recall their activities 15 JOB ANALYSIS FORM Analysis conducted by: Job Lead Source: Date: Company Name: Address: Telephone Number: Fax Number: Contact Person: Title: Hiring Manager: Title: Job Title: Current wage/salary: Education, tests, licenses, certifications required: 16 Schedule: Number of Hours per Week: _____ Hours per Day: _____ Days per Week: _____Months per Year: _____ If less than 12 months per year, which months is the job available? Weekend work required? _____Evening work required? _____ Part-time job?_____Full-time job? _____ 17 20 JOB ENRICHMENT: A MOTIVATIONAL APPROACH  Job enrichment tries to design jobs in ways that help incumbents satisfy their need for:  Growth  Recognition  Responsibility  The job is expanded vertically  Employees are given responsibility that might previously have been part of a supervisor’s job  According to Herzberg, employees are motivated by jobs that enhance their feelings of self-worth 21 JOB ENRICHMENT: A MOTIVATIONAL APPROACH  A job must possess “core job dimensions” to lead to desired outcomes:  Skill variety  Task identity  Task significance  Autonomy  Feedback