Strategy for Human Resource Management Lecture 11

1. Strategy for Human Resource ManagementLecture 11 HRM 765

2. Last Lecture • What is human resource planning? • Human Resource Inventory • Labour Supply and Demand Issues • Surplus • Shortage • HRIS • Succession planning Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Topic Human Resource Planning and Job Analysis (Part 2) Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. Job Analysis • Job Analysis • An assessment that defines a job and the behaviors necessary to perform the job • Knowledge, skills, and abilities (KSAs) • Requires conducting interviews, engaging in direct observation, and collecting the self-reports of employees and their managers. • Job Description • A written statement of what the job holder does, how it is done, and why it is done. • Job Specification • A written statement of the minimum qualifications that a person must possess to perform a given job successfully. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. Job Analysis • Job Analysis is a systematic exploration of the activities within a job. • It defines and documents, the duties, responsibilities and accountabilities of a job and the conditions under which a job is performed. What type of organization? Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. The Job Analysis Process

7. Stages in the Job Analysis Process

8. Job Analysis • Job Analysis Methods • Observation method – job analyst watches employees directly or reviews film of workers on the job. • Individual interview method – a team of job incumbents is selected and extensively interviewed. • Group interview method – a number of job incumbents are interviewed simultaneously. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. Job Analysis • Job Analysis Methods • Structured questionnaire method – workers complete a specifically designed questionnaire. • Technical conference method – uses supervisors with an extensive knowledge of the job. • Diary method – job incumbents record their daily activities. • The best results are usually achieved with some combination of methods. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. The Nature of Job Analysis Job Analysis • Purpose: • To provide information about every job including the knowledge, skills and abilities required to capably perform the work. • To establish a statement of value and hierarchy for every job in an organization • A systematic way to gather and analyze information about the content, context, and the human requirements of jobs. • Work activities and behaviors • Interactions with others • Performance standards • Financial and budgeting impact • Machines and equipment used • Working conditions • Supervision given and received • Knowledge, skills, and abilities needed

11. The Nature of Job Analysis(…Continued) • It systematically investigate the tasks, duties and responsibilities of the jobs within the organisation • It Investigates: • Levels of decision-making • Skills employees need to do a job adequately • Autonomy of the job • Mental effort required to perform the job • Machines operated, reports completed & special financial/other responsibilities • Working conditions (levels of temperature, light etc)

12. Job Analysis • Job Descriptions • Written statement of what jobholder does, how it is done, under what conditions and why. • Common format: title; duties; distinguishing characteristics; environmental conditions; authority and responsibilities. • Used to describe the job to applicants, to guide new employees, and to evaluate employees. • Identification of essential job functions is needed to assure compliance with Americans with Disabilities Act. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. Job Analysis • Job Specifications • States minimum acceptable qualifications. • Used to select employees who have the essential qualifications. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Job Analysis • Job Evaluations • Specify relative value of each job in the organization. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Job Analysis • The Multi-faceted Nature of Job Analysis • Almost all HRM activities are tied to job analysis. • Job analysis is the starting point for sound HRM. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Job Analysis • Job Analysis and the Changing World of Work • Globalization, quality initiatives, telecommuting, and teams require adjustments to the components of a job. • Today’s jobs often require not only technical skills but interpersonal skills and communication skills as well. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Major Approaches to Job Design • Job Enlargement • Broadening the scope of a job by expanding the number of different tasks to be performed. • Job Enrichment • Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job. • Job Rotation • The process of shifting a person from job to job.

18. Summary • Job analysis process • Steps in job analysis • Job Analysis • Job Analysis Methods • The Nature of Job Analysis • Job Enlargement • Broadening the scope of a job by expanding the number of different tasks to be performed. • Job Enrichment • Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job. • Job Rotation • The process of shifting a person from job to job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins