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Chapter 2 Job Analysis and Job Design. Managing Hospitality Human Resources 4 th Edition (357TXT or 357CIN). Competencies for Job Analysis and Job Design. Explain the importance of job analysis and identify how to analyze jobs in the hospitality industry.

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Chapter 2 Job Analysis and Job Design

Managing Hospitality Human Resources

4th Edition

(357TXT or 357CIN)


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Competencies forJob Analysis and Job Design

  • Explain the importance of job analysis and identify how to analyze jobs in the hospitality industry.

  • Describe how the results of job analysis are used in job descriptions and job specifications.

  • Explain the function of job design, and describe how managers apply techniques of job design.

  • Describe the classifications of employees that make up an organization’s labor force.

(continued)


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Competencies forJob Analysis and Job Design

(continued)

  • Explain the importance of a staffing guide and identify the steps involved in developing a staffing guide.

  • Apply trend line and moving average techniques to forecast business volume and labor needs.


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Steps in Job Analysis

  • Select jobs for analysis.

  • Determine what information to collect.

  • Determine how to collect the information.

  • Determine who collects the information.

  • Process the information.

  • Write job descriptions and job specifications.


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Information Collected for Job Analysis

  • Actual work activities

  • Tools, equipment, and other necessary work aids

  • Job context

  • Personal characteristics

  • Behavior requirements

  • Performance standards


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Collecting Job Analysis Information

  • Observation

  • Perform the job

  • Interviews

  • Questionnaires and checklists

  • Critical incidents

  • Performance evaluations

  • Diaries

  • Variety of methods


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Uses of the Job Description

  • Recruiting

  • Selection

  • Orientation

  • Training

  • Employee evaluations

  • Promotions and transfers


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Key Elements of the Job Description

  • Job identification data

  • Job summary

  • Job duties

  • Job environment

  • Job specifications

  • Minimum qualifications


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Job Design Techniques

  • Job simplification

  • Job enlargement

  • Job enrichment

  • Job rotation

  • Team building


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Employee Categories

Permanent:

  • 30-40 hours/week

  • on regular payroll

  • receive benefits

    Alternative:

  • temporary

  • part-time

  • outsourced


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Developing a Staffing Guide

  • Set productivity standards.

  • Determine total anticipated sales and guest volume

  • Determine number of employees required.

  • Determine total labor hours.

  • Estimate labor expenses.


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