BU354 Chapter 4 - BU354 Human Resources Chapter 4 Designing and Analyzing Jobs Job A job consists of a group of related activities and duties Position A

BU354 Chapter 4 - BU354 Human Resources Chapter 4 Designing...

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BU354 Human Resources Chapter 4: Designing and Analyzing Jobs Job - A job consists of a group of related activities and duties Position - A collection of tasks and responsibilities performed by one person Job Analysis - The procedure firms use to determine the tasks, duties, and responsibilities of each job, the human attributes (in terms of knowledge, skills, and abilities) required to perform it - Used to develop job descriptions (what the job entails) and job specifications (what the human requirements are) Uses of Job Analysis Information - Human resources planning o Knowing the actual requirements of a job is essential for planning future staffing needs (internal or external recruiting) - Recruitment and selection o Job description and job specification is used to determine what sort of person needs to be hired - Job compensation evaluation (wage and salary decisions) o Job analysis info tells you the relative value of and appropriate compensation for each job o Compensation based on required skills, physical and mental demands, responsibilities, and working conditions, are all assessed through job analysis - Performance appraisals o To be legally defensible, the criteria used to assess employee performance must be directly related to duties and responsibilities identified through job analysis o Performance standards are determined through job analysis - Labour relations o In union environments, job descriptions developed from job analysis information must be approved by the union before being finalized - Training, development, and career management o By comparing existing knowledge, skills and abilities employees bring to job to those identified by jo analysis managers can determine gaps, and see what needs extra training - Job design / Restructuring o Job analysis is useful for ensuring that all of the duties that need to be done have actually been assigned for identifying areas of overlap within duties
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BU354 Human Resources Chapter 4: Designing and Analyzing Jobs 6 Steps in Job Analysis 1. Relevant organizational information is reviewed 2. Jobs are selected to be analyzed 3. Using one or more job analysis techniques, data are collected on job activities 4. The information collected in Step 3 is then verified and modified, if required 5. Job descriptions and specifications are developed based on the verified information 6. The information is then communicated and updated on an as-needed basis Step 1: Review Relevant Background Information Reviewing relevant background information, such as organization charts, process charts and existing job descriptions.
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  • Fall '16
  • Organizational studies and human resource management, BU354 Human Resources

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