MHR 523 Lecture Notes - Lecture 2: Job Analysis, Job Design, New Product Development
25 Jan 2017
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Document Summary
Job analysis process by which info about jobs is systematically gathered and organized. Uses: human resources planning, recruitment and selection, job evaluation, performance appraisal, labour relations, training, development and career management, job design. Competency-based job analysis job analysis that focuses on competencies. Competencies: demonstrate characteristics that enable performance of a job. E. g. general (reading, writing, math), leadership (strategic thinking), technical competencies for specific jobs. Job analysis that is not updated or reviewed (will be outdated) Job descriptions/specifications that are too vague (won"t really understand the job) If job descriptions and job specifications aren"t good, it will affect who will apply to the company hinder organization"s success. Realistic job previews reduce the possibility of: forming an inaccurate (psychological) contract, misrepresenting the job/duties, selecting the the wrong candidate, having to read through numerous applications. Essential job duties should be clearly identified (e. g. for a pilot you need.
