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Job Requirements

Job Requirements. HR Planning Learning Objectives. Discuss Job Requirements and Relationships to other HR Functions Describe Job Analysis Methods Explain Job Descriptions List Factors in Job Design Describe How to Maximize Employee Contributions. Job. Group of Related Activities and Duties

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Job Requirements

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  1. Job Requirements

  2. HR Planning Learning Objectives • Discuss Job Requirements and Relationships to other HR Functions • Describe Job Analysis Methods • Explain Job Descriptions • List Factors in Job Design • Describe How to Maximize Employee Contributions

  3. Job • Group of Related Activities and Duties • Many Jobs Within an Organization • Many Employees do a Certain Type of Job • Facilitate the Organization's Goals

  4. Specific Position • Duties • Responsibilities • One Employer Per Position

  5. Position - The different duties and responsibilities performed by only one employee.

  6. Job Changes • Evaluate Content Regularly • Review Relationship

  7. Job Reengineering • Redesign Tasks in a Process • Review Work Team • Adjust Time Commitment • Enhance Productivity

  8. Is a Job/Position a Property Right for an Employee?

  9. Job Requirements • Duties • Tasks • Responsibilities

  10. Job Description - Statement of the tasks, duties, and responsibilities of a job to be performed.

  11. Job Specification - Statement of the needed knowledge, skills, and abilities of the person who is to perform the job.

  12. RECRUITMENT SELECTION TRAINING AND DEVELOPMENT PERFORMANCE APPRAISAL COMPENSATION MANAGEMENT LABOR RELATIONS Relationship of Job Requirementsto Other HRM Functions Determine recruitment qualifications. Provide job duties and job specifications for selection process. Determine training needs and develop instructional programs. J O B R E Q U I R E M E N T S Provide performance criteria for evaluating employees. Provide basis for determining employee’s rate of pay. May help to determine bargaining units.

  13. Class Project:Write a Job Description • Job Identification (Facts) • Job Statement - Major Duties • Job Duties and Responsibilities • Job Specification

  14. The Job Title • Defines Duties • Indicate Level Within Organization (junior, etc.) • Qualifiers on Same Job (I, II, III, etc.)

  15. Job Identification Section • Department • Reporting Relationship • Date of Last Review • Classification Level

  16. Job Duties • Each Task Define • Start with a Verb • Rank in Order of Importance • Usually 8-20 1 to 3 line Statements • See Examples

  17. Characteristics of Job Descriptions • No set format • Basic Parts (Title, ID, Duties, Specifications) • Qualifications, Separate Section

  18. Qualities of a Good Job Description • Direct Statements • Terse • Direct • Begin Statements with Verbs • Maintains • Supervises • Performs • Umbrella Statement: • "Other duties as assigned" • Simple • Concise • Coordinates • Operates • Directs

  19. Supervisor Interview Questionnaire Employees Interview Questionnaire Observation Preparing the Job Description Job Analyst Securing consensus Final Draft Combine and reconcile data Tentative draft Alternative/optional

  20. Key Elements of the Job Description JOB TITLE • Ideally three words or less • Non-sexist • Indicates job duties and organizational level STATEMENT OF THE JOB • Distinguishes job from all other jobs ESSENTIAL FUNCTIONS (JOB DUTIES) • Listed in the order of importance or time required • Indicate: • weight or value of the duties • results to be accomplished • Start phrases with active verbs; subject implied

  21. The Job Analysis(Collecting Facts)

  22. Job Analysis - Process of obtaining information about jobs determining what the duties, tasks, or activities of jobs are.

  23. Sources of Data • Employee • Supervisor • HRM Job Analyst

  24. Methods of Collecting Data • Interviews • Questionnaires • Observations • Past Records • Standardized Descriptions (DOT) • Job Diaries

  25. Job Data • Tasks • Performance Standards • Responsibilities • Knowledge Required • Skills Required • Experience Needed • Job Context (Relationship) • Duties • Equipment Used

  26. Performing Job Analysis #1

  27. Performing Job Analysis #2

  28. JOB DESCRIPTION • Summary statement of the job • List of essential functions of the job JOB SPECIFICATION • Personal qualifications required in terms of: • Skills • Education • Experience Determining Job Requirements Nature of: Basis for: JOB ANALYSIS • What the employee does • How the employee does it • Why the employee does it • Determining job requirements • Employee orientation • Employee instruction • Disciplinary action • Recruitment • Selection • Development

  29. Job Specifications • Skill Requirement • Physical Demands • Social Skills • Education Level • Personal Qualities • Interests

  30. Dictionary of Occupational Titles (DOT) • U.S. Employment Service • “Comprehensive Descriptions of 20,000+ Jobs”

  31. Approaches to Job Analysis • Functional Job Analysis (FJA) • Inventory of Work Activities • Assumes Every Job Performs Certain Functions • Position Analysis Questionnaire (PAQ) • Critical Incident Method (CIM)

  32. Functional Job Analysis (FJA) • Quantitative approach to job analysis that utilizes a complied inventory of the various functions of work activities that can make up any job and that assumes that each job involves three broad worker functions: • data • people • things

  33. Position Analysis Questionnaire(PAQ) • 194 Different Tasks • 5 Point Scale (Nominal, Occasional, Moderate, Considerable, Substantive) • 6 Divisions: • Information Input • Mental Process • Work Output • Relationships • Job Context • Other Characteristics

  34. Position Analysis Questionnaire(PAQ) - Questionnaire covering 194 different tasks which, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job.

  35. Critical Incident Method (CIM) - Job analysis method by which important job tasks are identified for job success.

  36. Critical Incident Method (CIM) • Identify Critical Job Tasks • Most Important Duties and Responsibilities • Describe the Job (What, Where, When, How, etc.) • Start Task with Verb • 5-10 Task Statement • Compare Other Job to the Key Jobs

  37. Job Design • Structuring Jobs • Focus on Employee Satisfaction • Integrate Technology • Consider Human Characteristics

  38. Four Most ImportantDesign Techniques • Job Enlargement (Horizontal Loading) • Job Rotation (Variety) • Job Enrichment (Vertical Expansion-Delayering) • Job Empowerment

  39. Behavioral Considerations • Avoid Problems • Overspecialization • Work Simplification • Division of Labor • Focus on Psychological Rewards • Interesting Tasks • Challenging Projects • Reduce Boredom • Quality • Pride in Job

  40. Job Enrichment - Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying.

  41. Five Enrichment Factors • Achievement • Recognition • Growth • Responsibility • Complete Product/Service

  42. Employee Teams - An employee contributions technique whereby work functions are structured for groups rather than for individuals and team members are given discretion in matters traditionally considered management prerogatives, such as process improvements, product or service development, and individual work assignments.

  43. Employee Participation Teams • Joint Decision Making • Intrinsically Fulfilling • Team Develops Loyalty • Builds Pride of Ownership • Involved in the Result

  44. Employee Empowerment - Granting employees power to initiate change, thereby encouraging them to take charge of what they do.

  45. Increasing Organizational Commitment • Increase job challenge through enriched jobs with high autonomy, feedback and responsibility. • Use work teams where appropriate. • Clarify job responsibilities through effective communication. • Emphasize the long-run opportunities with the organization. • Encourage employees to use their unique talents to improve the organization. • Provide employees with a sense of power and control over their jobs by encouraging participation.

  46. The Employee Involvement (EI) Group Process

  47. Principles of Vertically Loadinga Job

  48. Alternate Work Schedules • Four Day Week • Flextime • Telecommuting • Job Sharing • Shift Work

  49. Four Day Week • 10 Hour Workday • Long Weekend • Reduced Commuting • Lower Costs • Problem on Serving • Customers

  50. Flextime - Flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week.

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