1 / 37

Personnel Process

Personnel Process. Search Process. Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline. Job Analysis.

delu
Download Presentation

Personnel Process

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Personnel Process Search Process Development of the job description Creation of the job announcement Candidate recruitment Candidate selection Orientation, T & D Performance appraisal Employee motivation & rewards Employee discipline

  2. Job Analysis • Systematic collection of information regarding the knowledge, skills, abilities, and other characteristics (KSAOCs)/competencies required to perform a job successfully

  3. Job Analysis (9) • Job activities • Educational requirements • Equipment used • Working conditions • Supervisory and management responsibilities • Interpersonal communication skills • Agency contacts • External contacts • KSAOCs/ competencies

  4. Job Analysis (9) • 1. Job activities • Specific activities that an employee will need to perform in order to complete required assignments

  5. Job Analysis (9) • 2. Educational requirements • Degrees & certifications • Experience

  6. Job Analysis (9) 3. Equipment used

  7. Job Analysis (9) • 4. Working conditions • Dirt, heat, noise, fumes, clean, pleasant • Physical requirements • Degree of each • Percent of work time spent in each • Schedule – weekends, PT FT, evenings • Work pace…

  8. Job Analysis (9) • 5. Supervisory and management responsibilities • PT & FT ee’s & volunteers • Any hiring, training, scheduling, evaluating, and dismissing employees

  9. Job Analysis (9) • 6. Interpersonal communication skills • Phone, face to face, electronic, media • Frequency

  10. Job Analysis (9) • 7. Agency contacts • People within the organization the employee will come into contact with when completing job tasks • Maintenance, marketing, special rec

  11. Job Analysis (9) • 8. External contacts • Media, other agencies, hospitals

  12. Job Analysis (9) • 9. Competencies/KSAOC’s needed • Knowledge – information required for the position • Financial process, disabilities, professionalism • Skills - specific observable abilities required to perform the particular tasks of the position • Budget, needs assessment, programming

  13. Job Analysis (9) • Competencies/KSAOC’s needed • Abilities – Aptitudes for a position, how well they complete a task • Type 70 works per minute, CAD • Characteristics –attitudes, personality factors or mental traits needed • Positive attitude, ethical, honest

  14. Job Analysis • How to gather information • Interview • Questionnaire • Structured checklist • Observation • Diary/log • Combination of methods

  15. Job Analysis • Why • Helps to write job description & determine series & classification • Demonstrates how criteria for selecting ee’s is directly related to job requirements • A few laws…

  16. Job Analysis • ADA (1990) • Qualified applicant – one who can perform the essential functions of the job. • Essential Functions – primary job duties; exclude marginal or peripheral tasks not critical to the performance of the primary job function

  17. Job Analysis • Uniform Guidelines on Employee Selection Procedures (1978) • Requires job analysis • Must show that criteria est. for hiring are related to the position • Equal Pay Act of 1963 • Similar pay for similar work • Job analysis is legal defense

  18. Job Analysis • Civil Rights Act of 1964 • Job analysis helps to accurately describe job duties and to defend the qualifications needed in a job • Occupational Safety & Health Act of 1970 • Job analysis establishes the work conditions and risks faced at work

  19. Next Assignment • Job Analysis • Due Monday • Include all 9 sections & references • Hard copy

  20. Classification Systems • Classes – group of positions that have comparable responsibilities (horizontal) • Education levels • Previous experience • Span numerous departments • Subject to same benefits & salary ranges

  21. Classification Systems • Series – a form of vertical classification of employees • Within a certain department • A gradation of skills & qualifications • Recreation leader, supervisor, coordinator, manager • Recreation Specialist 1, 2, 3

  22. Classes Series

  23. Types of Employees • Hourly • Full time • Part time • Salary • Most often full time • Contractual

More Related