dessler_ch4 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TFour...

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PART TWO                                                               RECRUITMENT AND PLACEMENT C H A P T E R   F o u r Job  Analysis 4 Lecture Outline Strategic Overview The Nature of Job Analysis Uses of Job Analysis Information Steps in Job Analysis Methods of Collecting Job Analysis Information The Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Internet-based Job Analysis Using Multiple Sources of Information Writing Job Descriptions Job Identification Job Summary Relationships Responsibilities and Duties Using the Internet for Writing Job Descriptions Writing Job Specifications Specifications for Trained Versus Untrained  Personnel Job Specifications Based on Judgment Specifications Based on Statistical Analysis Job Analysis in a “Jobless” World From Specialized to Enlarged Jobs Why Managers are De-jobbing Their Companies Competency-Based Job Analysis BP’s Matrices In Brief: The uses of job analysis information and the methods of conducting a job analysis are detailed. The tasks of writing job descriptions and job specifications are also outlined, and Internet resources are examined. Strategies to make the organization more responsive to competition, including enlarging and de-jobbing positions are discussed. Interesting Issues: Technology and the Internet can serve as a resource for companies to streamline their job analysis processes. Some firms have shifted to HR systems that don’t use job descriptions. Competency-based analysis can support the flexibility needed by high performance organizations. 57
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ANNOTATED OUTLINE I. The Nature of Job Analysis Job analysis – The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for the job by collecting the following types of information: work activities; human behaviors; machines, tools, equipment, and work aids; performance standards; job context; and human requirements. Job description – A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities – one product of a job analysis. Job specification – A list of a job’s “human requirements”: the requisite education, skills, knowledge, and so on – another product of a job analysis. A. Uses of Job Analysis Information 1. Recruitment and Selection – Job descriptions and job specifications are formed from the information gathered from a job analysis, which help management decide what sort of people to recruit and hire. 2.
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This note was uploaded on 07/17/2011 for the course MBA 522 taught by Professor None during the Spring '11 term at Missouri (Mizzou).

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dessler_ch4 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TFour...

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