3. Personnel Planning, Job Analysis, Descriptions, Specifications - Personnel Planning Job Analysis Procedure through which you determine the duties of

3. Personnel Planning, Job Analysis, Descriptions, Specifications

This preview shows page 1 - 3 out of 6 pages.

Personnel Planning Job AnalysisProcedure through which you determine the duties of the jobs in an organizationoIncludes characteristics of the people hired to fill themInformation gathered is used to develop job descriptionsoThese are details of what the job entailsAnd job specificationsoWhat kind of people to hire for the jobA supervisor or HR specialist usually does the job analysisJob Analysis is the Basis for Many HR Management ActivitiesCreating training programs and helping corporate trainers design the content of training programsDecides qualifications necessaryoBut is not used by compensation analysts to eliminate wage rate compressionAssists in developing performance appraisal criteriaDecides physical rigor required for the jobDecides what sort of people to recruit and hire, help establish job relatedness of selection requirementsWork towards as much detail as necessary, minimum is down to the department leveloSome large companies have the same job title in different areas with very different responsibilitiesIs obviously important in EEO issuesoShows that screening tools and appraisals are related to job performanceoThis saved Wal-Mart in the greeter lawsuitInformation to be CollectedDetails identifying job ( title, #, supervisor’s title)Summary of dutiesSpecial qualifications (degree, certification, licensure)Equipment to be usedRegular dutiesContactsSupervision givenDecision makingRecord keeping responsibilityFrequency of supervisionWorking conditionsJob requirements (education, experience, special training, special skills)Methods of Collecting Job Analysis InformationInterviewsoIndividualoGroupoSupervisoroDistortion possible due to outright lies and even unintentional misunderstandings
Background image
QuestionnairesoCan be very structured with lists of specific duties to choose fromoMay consists of open ended questions with little structureObservationoUseful when job consists of observable physical activityoNot un-measurable mental activityParticipant diary/logsoA chronological format tends to mediate against exaggerationoIs best used in conjunction with other methodsWriting Job DescriptionsThe job analysis becomes the basis for a job descriptionIs a written statement about what the job holder doesHowthey do itUnder what contextual and environmental conditionsthey do itShould Basically ContainJob identificationJob summaryRelationshipsResponsibilities and dutiesAuthorityEssential functionsStandards of performanceWorking conditions/ physical environmentSample Job DescriptionTitle:Maintenance Foreman Job Class Code:5287Summary:Function & ScopeTo provide supervision of a crew in the maintenance, repair, and service to buildings and utilities.
Background image
Image of page 3

You've reached the end of your free preview.

Want to read all 6 pages?

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture