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Chapter 2 Job Analysis and Job Design

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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)

competencies for job analysis and job design
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)

competencies for job analysis and job design3
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.
steps in job analysis
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.
information collected for job analysis
Information Collected for Job Analysis
  • Actual work activities
  • Tools, equipment, and other necessary work aids
  • Job context
  • Personal characteristics
  • Behavior requirements
  • Performance standards
collecting job analysis information
Collecting Job Analysis Information
  • Observation
  • Perform the job
  • Interviews
  • Questionnaires and checklists
  • Critical incidents
  • Performance evaluations
  • Diaries
  • Variety of methods
uses of the job description
Uses of the Job Description
  • Recruiting
  • Selection
  • Orientation
  • Training
  • Employee evaluations
  • Promotions and transfers
key elements of the job description
Key Elements of the Job Description
  • Job identification data
  • Job summary
  • Job duties
  • Job environment
  • Job specifications
  • Minimum qualifications
job design techniques
Job Design Techniques
  • Job simplification
  • Job enlargement
  • Job enrichment
  • Job rotation
  • Team building
employee categories
Employee Categories

Permanent:

  • 30-40 hours/week
  • on regular payroll
  • receive benefits

Alternative:

  • temporary
  • part-time
  • outsourced
developing a staffing guide
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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