HRM200 Lecture Notes - Lecture 2: Job Analysis, Performance Appraisal, Data Management

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Vince Di Ruzza

Document Summary

Steps in job analysis: collection of background information, selection of representative jobs/positions, data collection, data review, development of job descriptions and job specifications, communication, on-going review. Trends in the nature of work: automation. Strategic importance of technology in hrm: strategic alignment with business objectives, business intelligence, provides users with relevant data, effectiveness and efficiency, reducing lead times, costs and service levels, reduce administration burden. Human resources management and technology: decreasing transactional activities. Impact of technology on the role of hrm: master of hr technology, strategic contribution, business knowledge, personal credibility, data management, financial management, hr delivery. Job: group of related activities/duties for one or more employees. Position: collection of tasks/responsibilities performed by one person. Instead should promote learning and self-motivation: competencies provide a tighter linkage to organization strategy, performance management processes are more transparent. Identify basis for training, performance appraisal and rewards. Steps in job analysis: review relevant background information, select jobs to be analyzed, collect data on job activities.