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Unformatted text preview: JOB ANALYSIS & DESIGN TEXT LECTURE AND STUDY NOTE TEXT LECTURE AND STUDY NOTE I. RELATIONSHIP OF JOB REQUIREMENTS AND HRM FUNCTIONS Bohlander and Snell (2007) discuss how job requirements affect the different HRM functions (RCT: 74-76). Management must decide how to divide the activities of the organization among a specified number of personnel to ensure the success of the company. This process is more complex than it might at first seem. HRM functions serve to facilitate the process of designing, implementing, managing, and evaluating the success of this division of labor. HRM professionals engage in a number of activities that contribute to management efforts to divide work effectively and efficiently. These include recruitment, selection, training and development, performance appraisal, and compensation management. To understand how HRM functions relate to these activities, it is necessary to define key terms: Job A job is a group of related activities and duties. Position A position consists of the different duties and responsibilities performed by only one employee. Job families Job families are jobs that are grouped together because they have similar duties and responsibilities. Job specification Job specification is a statement of the needed knowledge, skills, and abilities of the person who is to perform the job. Job description A job description is a statement of the tasks, duties, and responsibilities of a job to be performed. Job analysis Job analysis is the study of jobs for the purpose of understanding their duties, responsibilities, relationship to other jobs, work-flow characteristics, and the human requirements to successfully perform the work. A. Recruitment Job requirements help managers and employment spets recruit and select new employees. When selecting new employees for the organization, recruiters rely heavily on job specifications that state the knowledge, skills, and abilities required of the person to perform the job successfully. B. Selection Job requirements can be used to develop job descriptions that are useful in selecting new employees and orienting them to their jobs. A typical job description will list the tasks, duties, and responsibilities of the job to be performed. Job specifications and job duties must be job-related to be legally defensible. Organizations use the process of job analysis to ensure that their job specifications are job-related and a business necessity. C. Training and Development When new or internally promoted individuals do not have the knowledge, skills, or abilities to perform the job, training is necessary. The formally established job specifications and job descriptions become the foundation for planning the training effort....
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This note was uploaded on 04/28/2010 for the course HADM 2236 taught by Professor Spies during the Spring '09 term at Cornell.
- Spring '09