Schwind07IM02-1 - Chapter 2 Job Analysis and Design 2 JOB...

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Chapter 2 Job Analysis and Design JOB ANALYSIS AND DESIGN CHAPTER OBJECTIVES After studying this chapter, you should be able to: Explain the importance of job analysis information for human resource managers. Discuss the various steps in conducting job analysis and methods of job data collection. Describe the contents of a job description and a job specification. Discuss the various approaches to setting performance standards. Outline the key considerations in job design. LECTURE OUTLINE (with PowerPoint ® slides) INTRODUCTION Human resource specialists need to understand the actual characteristics that presently exist in each job Job analysis is the systematic study of a job to discover its specifications and skill requirements for use in wage-setting, recruitment, training or job- simplification purposes Job is a group of related activities and duties that may be held by a single employee or several persons Position is a collection of tasks and responsibilities performed by an individual MAJOR HUMAN RESOURCE MANAGEMENT ACTIVITIES THAT RELY ON JOB ANALYSIS INFORMATION 1. Improve productivity Efforts to improve employee productivity levels necessitate careful study of jobs 2. Eliminate discrimination o Elimination of unnecessary job requirements that can cause discrimination in employment 3. Person-job matching o Matching of job applicants to job requirements 4. Planning Planning of future human resource requirements 5. Training 2-1 2
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Part 2 Planning Human Resources Determination of employee training needs 6. Compensation o Fair and equitable compensation of employees i. Quality of work life 1. Efforts to improve quality of work life Performance standards i. Identification of realistic and challenging performance standards 9. Re-design jobs o Re-design of jobs to improve performance and/or employee morale i. Performance appraisal Fair and accurate appraisal of employee performance 2-2
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Chapter 2 Job Analysis and Design STEPS IN JOB ANALYSIS PHASE 1: PREPARATION FOR JOB ANALYSIS 1. Familiarization with the Organization and Its Jobs Before studying jobs it is important to have an awareness of an organization’s objectives, strategies, structure, inputs and desired outcomes -- Unionized organizations require that job analysis steps meet the provisions of the collective agreement -- May also study industry and government reports about the jobs to be analyzed 2. Determination of Uses of Job Analysis Information o Job analysis plays a critical role for many HR functions -- Important to determine specific objectives e.g. human resource selection, design compensation systems 3. Identification of Jobs to be Analyzed o Due to resource and time constraints need to determine jobs that are targets for job analysis e.g. jobs that are critical to the success of an organization, jobs that are difficult to learn
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Schwind07IM02-1 - Chapter 2 Job Analysis and Design 2 JOB...

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