What is Diversity Management Affirmative Action Team 1 Affirmative Action A

What is diversity management affirmative action team

This preview shows page 7 - 11 out of 13 pages.

What is Diversity Management? Affirmative Action (Team 1)?
Image of page 7
Chapter 4: Matching Employees with Jobs Employee and Job Matching•Employees matched with the right job maximize productivity. Exhibit 4-1: Work Flow Analysis Uses of Job Analysis in HR - Identifies work performance and working conditions - Results include duties, responsibilities, skills, knowledge, outcomes (i.e., job description and job specification), and conditions. - Human resource planning and training–Job evaluation for compensation–Staffing (recruiting and selection)–Training–Performance management–Maintaining a safe work environment–Serves as strong LEGAL defense 4 Methods of and examples of collecting job information Parts of a job description (from in class exercise) The Job Description - Job Identification - Job title - FLSA status section - Preparation date - Preparer - Job Summary - General nature of the job - Major functions/activities - Relationships - Reports to: - Supervises:
Image of page 8
- Works with: - Outside the company: - Responsibilities and Duties - Major responsibilities and duties (essential functions) - Decision-making authority - Direct supervision - Budgetary limitations - Standards of Performance and Working Conditions - What it takes to do the job successfully Exhibit 4-3: The Job Characteristics Model (JCM) Job Enlargement vs Enrichment, Job Rotation, Job Expansion–Rotation, enlargement, and enrichment Job rotation: performing different jobs in some sequence, each one at a set of time Job enlargement: adding tasks at the same level to broaden variety Job enrichment: is the process of building motivators into the job itself to make it more interesting and challenging through increasing autonomy What is Competency Based Job Analysis? - Competencies
Image of page 9
- Demonstrable characteristics of a person that enable performance of a job. - Reasons for Competency-Based Job Analysis - To support a high-performance work system (HPWS). - To create strategically-focused job descriptions. - To support the performance management process in fostering, measuring, and rewarding: - General competencies - Leadership competencies - Technical competencies Job Analysis Methods - Questionnaires : Identify functions of a particular job - Verbal Interviews: Answers compiled into profile of job - Diaries: Employees’ documentation of tasks - Observation: Observers shadow employees and log tasks Chapter 5: Recruiting Job Candidates Steps in Recruitment and Selection Process - Matches employees with jobs and creates a reasonable pool of qualified candidates for a job opening.
Image of page 10
Image of page 11

You've reached the end of your free preview.

Want to read all 13 pages?

  • Summer '08
  • Malos,S
  • Management, Human Resource Management, Organizational studies and human resource management, diversity management, HR Business Partner Model and HR System

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture