Common Characteristics of Management Positions in Different Companies

1. H R M Bryan Andrews Chapter 2

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

3. Job Analysis • Systematic study of each job within an organization to find its each job’s characteristics and the mental, physical skills requirements to perform each job

4. 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

5. Cont’d … • Plan for future human resource requirements • Determine training needs for employees • Compensate employees fairly and equitably • Improve overall quality of work life

6. Cont’d • Set realistic performance standards • Redesign jobs to improve performance and/or employee morale

7. 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

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

9. 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

10. Other sources • Employees in the job • Supervisors • Work experts • Colleagues and customers

11. Job Analysis Research • Chose Data Collection Instrument Design • Choice of Data Collection Method

12. 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

13. Methods cont’d …. • 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

14. Uses of Job Analysis • Job Descriptions • Job Specifications • Job Standards • Job Design • HR Information Systems

15. 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.)

16. Cont’d … • 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