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Study Guide

MHR 523- Midterm Exam Guide - Comprehensive Notes for the exam ( 16 pages long!)

16 Pages
34 Views
Fall 2017

Department
Human Resources
Course Code
MHR 523
Professor
Anne Hardacre
Study Guide
Midterm

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Ryerson
MHR 523
MIDTERM EXAM
STUDY GUIDE
Chapter 4
Fundamentals of Job Analysis
!
Job Analysis is a process by which information about jobs is systematically gathered and organized
- called cornerstone of HRM
!
Job: consists of a group of related activities/duties
-duties distinct from other jobs
-involve natural units of work that are similar/related - minimize conflict & enhance
employee performance
-help by a single employee or a number of incumbents
Position: collection of tasks and responsibilities performed by one person
!
Uses of Job Analysis Information
!
Job Analysis: the procedure firms use to determine the tasks, duties, and responsibilities of each
job, and the human attributes (knowledge, skills, abilities) required to perform it
-this information is used for developing job descriptions (what the job entails) and job
specifications (what are the human requirements)
-info gathered, evaluated and summarized through JOB ANALYSIS is the basis for various
interrelated HRM activities
!
!
Human Resource Planning
-knowing job requirements of various jobs of the company! combined with knowledge about
employees skills/qualifications helps determine what jobs can be filled internally and what jobs
need to be filled with external recruitment
!
Recruitment and Selection
-job specification/description info should be used to decide what sort of person to recruit and hire
-occupational requirements
-advertising, screening, testing are based on requirement for legal compliance
!
Compensation
-job analysis helps determine value of and appropriate compensation for each job
-based on skills, demand, responsibilities, working conditions (all figured out through job
analysis)
!
Performance Management
-criteria used to assess employee performance has to be directly related to the duties/
responsibilities identified through job analysis
-performance standards (for routine tasks, or quantifiable natured jobs) are determined
through job analysis
-more complex jobs standards are established by employees & supervisors
!
Labour Relations
-in a unionized environment - job descriptions developed by job analysis info are subject to union
approval before being finalized
!
Training, Development & Career Management
-by comparing KSA (knowledge, skills, abilities) employees bring to the job w/ those identified in JA
- managers determine gaps that require training programs
-future advancement preparation by identifying gaps between KSA's and future jobs
!
Restructuring
-helps identify areas of overlap within duties
-identify unnecessary requirements, areas of conflict, health and safety concerns - that can be
eliminated with job restructuring
!

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Description
[MHR 523] Comprehensive fall guide including any lecture notes, textbook notes and exam guides.Chapter 4 Fundamentals of Job Analysis   Job Analysis is a process by which information about jobs is systematically gathered and organized - called cornerstone of HRM   Job: consists of a group of related activities/duties -duties distinct from other jobs -involve natural units of work that are similar/related - minimize conflict & enhance employee performance -help by a single employee or a number of incumbents Position: collection of tasks and responsibilities performed by one person   Uses of Job Analysis Information   Job Analysis: the procedure firms use to determine the tasks, duties, and responsibilities of each job, and the human attributes (knowledge, skills, abilities) required to perform it -this information is used for developing job descriptions (what the job entails) and job specifications (what are the human requirements) -info gathered, evaluated and summarized through JOB ANALYSIS is the basis for various interrelated HRM activities    
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