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BA 453/553. Human Resource Management. Agenda April 18, 2006. Group Presentations (5,6,7, & 8) Lecture (Job Analysis & Job Description) Video “You Be The Judge” Lecture (Job Analysis & Job Description) Video “More than a gut feeling” Recruitment activity Review for exam #1.

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ba 453 553

BA 453/553

Human Resource Management

agenda april 18 2006
Agenda April 18, 2006
  • Group Presentations (5,6,7, & 8)
  • Lecture (Job Analysis & Job Description)
  • Video “You Be The Judge”
  • Lecture (Job Analysis & Job Description)
  • Video “More than a gut feeling”
  • Recruitment activity
  • Review for exam #1
jobs analyze describe and provide specifications
Jobs: Analyze, Describe and Provide Specifications
  • Determining duties and skills
  • Listing job duties, responsibilities, reporting, conditions, supervision
  • “Human requirements”
what information do i collect
What Information do I Collect?
  • Work activities
  • Human behaviors
  • Machines, tools, equipment and work aids
  • Performance standards
  • Job context
  • Human requirements
work activities
Work activities
  • Cleaning
  • Selling
  • Teaching
  • Painting
  • How, why and when the activities are performed
human behaviors
Human behaviors
  • Sensing
  • Communicating
  • Deciding
  • Writing
  • Job demands
    • Lifting
    • Walking
    • Jumping jacks?
machines tools equipment work aids
Machines, Tools, Equipment, Work Aids
  • Products made
  • Materials processed
  • Knowledge
  • Services
job context
Job Context
  • Working conditions
  • Schedule
  • Organizational context
  • Social context
human requirements
Human Requirements
  • Job-related knowledge and skills
    • Education
    • Training
    • Work experience
  • Personal attributes
    • Aptitudes
    • Physical characteristics
    • Personality
    • Interests
uses of job analysis information
Uses of Job Analysis Information

Job Analysis

Job Description

and

Job Specification

Recruiting and

Selection

Decisions

Job Evaluation—

Wage and Salary

Decisions

(Compensation)

Performance

Appraisal

Training

Requirements

uses of job analysis information1
Uses of Job Analysis Information
  • Recruitment and selection
  • Compensation
  • Performance Appraisal
  • Training
  • Discovering unassigned duties
  • EEO compliance
methods of collecting job analysis information
Methods of Collecting Job Analysis Information
  • The interview
  • Questionnaire
  • Observation
  • Participant diary/logs
  • U.S. Civil Service Procedure
  • Quantitative techniques
  • Multiple sources of information
widely used the interview
Widely Used: The Interview
  • Individual interviews with each employee
  • Group interviews with groups of employees who have the same job
  • Supervisor interviews with one or more supervisors who know the job.
how to conduct a questionnaire session
How to Conduct a Questionnaire Session
  • Use a specific questionnaire
  • Establish rapport
  • Follow a structured approach
  • List duties in order of importance or frequency of occurrence
  • Review and verify the data
observation
Observation
  • Observation may be combined with interviewing
  • Take complete notes
  • Talk with the person being observed – explain what is happening and why
  • Ask questions
writing job descriptions
Writing Job Descriptions
  • Job Identification
  • Job Summary
  • Relationships
  • Responsibilities and Duties
  • Standards of Performance
  • Working Conditions and Physical Environment
job identification
Job Identification
  • Title
  • Fair Labor Standards Act (FLSA)
  • Date
  • Approvals
  • Supervisor’s title
  • Grade level
job summary
Job Summary
  • General nature
  • Major functions or activities
  • Includes general statements
relationships statement
Relationships Statement

Works with employment agencies, recruiters, union reps, state and federal agencies, vendors

Works with all department managers and executive management

responsibilities and duties
Responsibilities and Duties
  • Examples
    • Establishes marketing goals to ensure share of market
    • Maintaining balanced and controlled inventories
  • Defines the limits of job holder’s authority
    • Purchasing authority
    • Discipline
    • Interviewing and hiring
standards of performance example
Standards of Performance - Example
  • Duty: Meeting Daily Production Schedule
    • Work group produces no fewer than 426 units per working day
    • Next workstation rejects no more than an average of 2% of units
    • Weekly overtime does not exceed an average of 5%
writing job specifications
Writing Job Specifications
  • What human traits and experience are required to do the job well?
    • Specifications for trained versus untrained personnel
    • Specifications based on judgment
    • Specifications based on statistics
job related behaviors
Job Related Behaviors
  • Industriousness
  • Thoroughness
  • Schedule flexibility
  • Attendance
  • Off-task behavior
  • Unruliness
  • Theft
  • Drug misuse
april 25 th training development
April 25thTraining & Development
  • Guest Speaker: Marge Cieri of Mardac Consultants
  • Exam Chapters 1 - 5