JH 603 Staffing Organisations

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JH 603 Staffing Organisations

• Job Analysis,Job Design and Job Performance

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Job Analysis

• Definition
• The process by which jobs are divided to
  determine what tasks ,duties and responsibilities
  they include, their relationships to other jobs,
  the conditions under which work is performed,and
  the personal capabilities required for
  satisfactory performance. (Stone p140 )

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Definitions cont

• a systematic process of identifying the
  tasks,responsibilities and outcomes of jobs and
  the knowledge,competencies, skills and abilities
  required toperform these duties (Compton
  p27)

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What is Analysed

• Tasks,Processes,procedures
• Attitudes and Behavioursjob demands and
  requirements
• Performance and Outcomes (measurable standards)
• Conditions
• Personal KSAOs

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Purpose of Job Analysis

• It forms the basis of -
• Planning
• Recruitment
• Training
• Rewards/Remuneration
• Job Evaluation and Design

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Techniques and Methods

• Observation
• Diaries, logs or self recording
• Questionnaires and surveys
• Focus groups and
• Interviewing
• Functional job analysis
• Position analysis questionnaire (PAQ)

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Person specifications (KSAO)

• Knowledge and education
• Specified skills
• Abilities
• Competencies as essential skills required for
  effective performance

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Job Redesign

• Simplification
• Enlargement (horizontal loading)
• Enrichment (Vertical loading)
• Rotation
• Specialisation

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Problems with Job Analysis

• Often poorly written
• Static rather than dynamic
• Sexist or discriminatory
• Vague rather than specific
• Not adaptive to change

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Trends in Job Analysis

• Challenges to traditional job analysis (AWAs and
  fragmented job structures)
• - Changes in organisational structures
• - Emphasis on teams, project work and
  blurring of roles
• - Multiskilling
• (Compton p.42 for additional information)

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Competency profiling

• Definition of competency An underlying
  characteristic that results in effective or
  superior performance on the job. The
  characteristic may be a motive, behaviour, trait,
  skill (Compton, 2003, p.43)

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Competencies and organisational objectives

• Relation to organisational mission
• Design of organisation
• Relating competencies to performance
• Adequate and effective performance measurement
  and training programs

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Overview of competency model

• Characteristics or dimensions identified with
  effective performance
• Essentially a behaviour description and must be
  measured accordingly, e.g. BARS

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Assignments

• For all asst. please make sure your
  formatting,referencing are correct
• Answer the question avoid description focus on
  analysis
• Research must be based on peer-reviewed,academic
  journals,books(library data bases)Internet
  information may not meet this criteria.
• Use class time and access to lecturer to check
  your progress