H R M

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H R M

• Bryan Andrews
• Chapter 2

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Last Class

• Asked to research the internet .
• What common chrematistics of a management
  position from three different companies did you
  find?

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Job Analysis

• Systematic study of each job within an
  organization to find its each jobs
  characteristics and the mental, physical skills
  requirements to perform each job

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HRM activities that rely on job analysis
information

• Improve productivity levels through careful study
  of jobs
• Eliminate unneeded job requirements that can
  cause discrimination in employment
• Match job applicant's to the job requirements

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Contd

• Plan for future human resource requirements
• Determine training needs for employees
• Compensate employees fairly and equitably
• Improve overall quality of work life

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Contd

• Set realistic performance standards
• Redesign jobs to improve performance and/or
  employee morale

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To Prepare a Job Analysis

• Know the organization
• Know the type of work
• Determine the uses of the job analysis
  information
• Identify the jobs to be analyzed

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Determination of Discrimination

• As long as a person can demonstrate that they can
  do the job, they are eligible to be considered
  for employment

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Collecting Data to Create Job Analysis

• Existing job descriptions or specifications
• Equipment design blueprints or maintenance
  manuals
• Training and safety manuals
• National Occupation Classifications
• Professional Journals / magazines
• Internet research

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Other sources

• Employees in the job
• Supervisors
• Work experts
• Colleagues and customers

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Job Analysis Research

• Chose Data Collection Instrument Design
• Choice of Data Collection Method

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Data Collection Method

• Face to Face Interviews
• Ensures a high level of accuracy
• Slow and expensive
• Mail Questionnaires
• Fast, less costly, covers a number of jobs
• Not as accurate

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Methods contd .

• Employee logs (employees summarize work)
• Accuracy declines as novelty wears off
• Observation
• Slow, costly and potentially inaccurate
• Useful when language barriers
• Combinations
• 2 or more types of methods

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Uses of Job Analysis

• Job Descriptions
• Job Specifications
• Job Standards
• Job Design
• HR Information Systems

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Definitions of Uses

• Job description is a written statement that
  explains the duties and working conditions of a
  job
• Job specification is a written statement that
  profiles the workers requirements to do a job
  (education,skills etc.)

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Contd

• Job standards are objectives or targets for
  employee efforts against which individual
  employee success can be measured
• Job design attempts to find the balance in job
  characteristics to maximize productivity while
  satisfying quality of work life

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