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HR Test 1 Ch 4
Terms in this set (47)
the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
Talent Management Process
-Decide what positions to fill
-Build a pool of job candidates
-Obtain application forms
-Use selection tools
-Decide to whom to make an offer
-Orient, train, and develop employees
-Compensate employees to maintain their motivation
Basics of Job analysis
Machines, tools, equipment, and work aids
A list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.
what kind of people to hire for the job
lists the knowledge, abilities, and skills required to perform the job satisfactorily
Information about the job's actual work activities, such as cleaning, selling, teaching, or painting.
This list may also include how, why, and when the worker performs each activity.
Information about human behaviors the job requires, like sensing, communicating, lifting weights, or walking long distances.
Machines, tools, equipment and work aids...
Information regarding tools used, materials processed, knowledge dealt with or applied (such as finance or law), and services rendered (such as counseling or repairing).
Information about the job's performance standards (in terms of quantity or quality levels for each job duty, for instance).
is the procedure through which you determine the duties and skill requirements of a job and the kind of person who should be hired for it.
Recruitment and Selection
Information about what duties the job entails and what human characteristics are required to perform these activities helps managers decide what sort of people to recruit and hire.
Job analysis is crucial for validating all major human resources practices.
For example, to comply with the Americans with Disabilities Act, employers should know each job's essential job functions—which in turn requires a job analysis.
compares each employee's actual performance with his or her duties and performance standards.
Managers use job analysis to learn what these duties and standards are.
usually depends on the job's required skill and education level, safety hazards, degree of responsibility, and so on
—all factors you assess through job analysis.
The job description lists the job's specific duties and requisite skills
—thus pinpointing what training the job requires.
Uses of Job Analysis Information
-Recruitment and selection
Conduction a job Analysis
Step 1: Decide how you'll use the information.
Step 2: Review relevant background information such as organization charts, process charts, and job descriptions.
Step 3: Select representative positions.
Step 4: Actually analyze the job by collecting data on job activities, working conditions, and human traits and abilities needed to perform the job.
Step 5: Verify the job analysis information with the worker performing the job and with his or her immediate supervisor.
Step 6: Develop a job description and job specification.
A detailed study of the flow of work from job to job in a work process.
Business Process Reengineering
means redesigning business processes, usually by combining steps, so that small multifunction teams, often using information technology, do the jobs formerly done by a sequence of departments.
1. id the business process that need to be redefined
2. measure performance of existing process
3. ID opportunities to imporve these processes
4. Redesign and implement a new way of doing work
5. Assign ownership of sets of formerly seperate tasks to an individual or a team who use new computerized systems
job redesign findings
Researches proposed redesigning jobs using methods such as job enlargement, job rotation, and job enrichment.
assigning workers additional same-level activities.
Thus, the worker who previously only bolted the seat to the legs might attach the back too.
systematically moving workers from one job to another.
redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition—and therefore more motivation
Methods of conducting Job Analysis
use several methods
involve employee and supervisor in the process
Pros and Cons
Examples of Typical Questions asked in a Interview for Job analysis
What is the job being performed?
What exactly are the major duties of your position?
What physical locations do you work in?
What are the education, experience, skill, and [where applicable] certification and licensing requirements?
In what activities do you participate?
What are the job's responsibilities and duties?
Whta is a Structured Interview
Many managers use questionnaires to guide the interview.
It includes questions regarding matters like the general purpose of the job; supervisory responsibilities; job duties; and education, experience, and skills required
Pros and Cons of an interview
The interview's wide use reflects its advantages. It's a simple and quick way to collect information.
However there are con's as well. Distortion of information is the main problem.
-know their name, speak clearly, breifly review why you need to do this
-have a structured list of questions
-dont't overlook crucial but infrequent duties
- review interview afterwards
employees fill out questionnaires to describe their job duties and responsibilities is another good way to obtain job analysis information.
Some questionnaires are structured checklists.
especially useful when jobs consist mainly of observable physical activities—assembly-line worker and accounting clerk are examples. However, observation is usually not appropriate when the job entails a lot of mental activity (lawyer, design engineer).
Participation diary log
to keep a diary/log; here for every activity engaged in, the employee records the activity (along with the time) in a log.
Quantitative Job analysis Techniques
Is a questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs
constains 194 items
Department of Labor Procedure
-contains infor about every job in america
-how to quantitatively rate, classify, and compare jobs
Electronic Job Analysis Methods
find existing information on a job
send job questionnaires to job experts to collect info about a job
Writing a Job Discription should include
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specification
salary and or pay scale
grade/level of th job
should summarize the essence of the job, and include only its major functions or activities
outside of company-
The heart of the job discription is...
the responsibilities and duties
present a list of the jobs significant responsibilites and duties
can show them by %
Steps in using O*NET to write job descriptions
Step 1. Review Your Plan
Step 2. Develop an Organization Chart
Step 3. Use a Job Analysis Questionnaire
Step 4. Obtain Job Duties from O*NET
Step 5. List the Job's Human Requirements from O*NET
Step 6. Finalize the Job Description.
Job Specifications for Trained vs. Untrained
trained: focus on factors such as length of previous service, quality of relevant training, and previous job performance
untrained: specify qualities such as physical traits, personality, interests, or sensory skills that imply some potential for performing the job or for trainability
Job Specifications based on Judgment
"What does it take in terms of education, intelligence, training, and the like to do this job well?"
How does one make such "educated guesses"?
You could simply review the job's duties, and deduce from those what human traits and skills the job requires. You can also choose human traits and skills
Job Specifications based on statistical analysis
predictors- human trait such as height, intelligence, or finger dexterity
criterion- performance as rated by supervisor
Five steps of specifications based on statistical analysis
analyze the job and decide how to measure job performance;
select personal traits that you believe should predict performance;
test candidates for these traits;
measure these candidates' subsequent job performance; and
statistically analyze the relationship between the human trait and job performance. Your aim is to determine whether the trait predicts performance.
job requirements matrix
a more complete description of what the worker does and how and why he or she does it; it clarifies each task's purpose and each duty's required knowledge, skills, abilities, and other characteristics
Name and brief description
Description of the observable behaviors
THIS SET IS OFTEN IN FOLDERS WITH...
HRM Chapter 4 (Job Analysis)
CH. 2- Job Analysis
Chapter 2: Job Analysis and Design
Chapter 1 Changing Perspectives of Human Resource…
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