Week 14

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University of Toronto Mississauga
Reid/ Curran

Week 14: Lecture Slides: #8: Uses of Job Analysis information #9: Steps in Job Analysis #11: Methods of Collecting Job Analysis Information Qualitative #15: Methods of Collecting Job Analysis information Quantitative #18: Methods of Collecting Job Analysis Information Quantitative #19: Methods of Collecting Job Analysis Information Quantitative #22: Writing Job Descriptions and Sob Specifications #23: Job Description Information #25: Job Descriptions and Human Rights Legislation Textbook: Uses of Job Analysis Information Job analysis is sometimes called the cornerstone of HRM. As illustrated in Figure 4.3, the information gathered, evaluated, and summarized through job analysis is the basis for a number of interrelated HRM activities. Human Resources Planning o Knowing the actual requirements of jobs is essential for planning future staffing needs. When this information is combined with knowledge about the skills and qualifications of current employees, it is possible to determine which jobs can be filled internally and which will require external recruitment Recruitment and Selection o The job description and job specification information should be used to decide what sort of person to recruit and hire. Identifying bona fide occupational requirements and ensuring that all activities related to recruitment and selection (such as advertising, screening, and testing) are based on these requirements is necessary for legal compliances in all Canadian jurisdictions. Compensation o Job analysis information is also essential for determining the relative value of and appropriate compensation for each job. Job evaluation should be based on the required skills, physical and mental demands, responsibilities, and working conditions all assessed through job analysis. The relative value of jobs is one of the key factors used to determine appropriate compensation and justify pay differences if challenged under human rights or pay equity legislation. Information about the actual job duties is also necessary to determine whether a job qualifies for overtime-pay and maximum-hours purposes, as specified in employment standards legislation. Performance Appraisal o To be legally defensible, the criteria used to assess employee performance must be directly related to the duties and responsibilities identified through job analysis. For many jobs involving routine tasks, especially those of a quantifiable nature, performance standards are determined through job analysis. For more complex job s, performance standards are often jointly established by employees and their supervisors. To be realistic and achievable, such standards should be based on actual job requirements as identified through job analysis. Laboor In unionized environments, the job descriptions developed from the job analysis information are generally subject to union approval before being finalized. Such union- approved job descriptions then become the basis for classifying jobs and bargaining over www.notesolution.com
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