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ADMS 2600 (99)
Lecture

HRM.doc

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Department
Administrative Studies
Course
ADMS 2600
Professor
Monica Belcourt
Semester
Winter

Description
Job Analysis Purpose To obtain detailed information about a jobs currently done with regards to the duties, tasks, activities AND the skills, knowledge and abilities (SKAs) required to do the job Outcome A written job description Goal To improve organizational performance and productivity AND lead to more objective HR decisions Job Analysis Process ???? WHERE do you get job information? • employee • supervisor ???? WHAT job information should be collected? • tasks • duties • responsibilities • equipment used • skills & knowledge required • experience required ???? WHAT do you do with the information? Compile a job description that includes – • job title • job summary • list of job duties and responsibilities • job specifications Job Analysis is the cornerstone of HRM because it serves (used for) so many HRM processes key info about job analysis Job analysis … • is performed by trained HR specialists (a job analyst) – or by line manager (if has strong analytical abilities) • is NOT an evaluation of performance • uses different methods to obtain the information necessary Job Analysis Methods • OBSERVATION METHOD • job analyst watches employees directly Pro: first-hand information Con: workers cannot function efficiently when being watched • INDIVIDUAL INTERVIEW METHOD • job incumbents are selected and interviewed Pro: effective for assessing what the job entails Cons: - very time consuming - individuals may inflate the importance or number of Job Analysis Methods • OBSERVATION METHOD • job analyst watches employees directly Pro: first-hand information Con: workers cannot function efficiently when being watched • INDIVIDUAL INTERVIEW METHOD • job incumbents are selected and interviewed Pro: effective for assessing what the job entails Cons: - very time consuming - individuals may inflate the importance or number of tasks required for their jo
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