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chpt 4 hr pllaning final.docx

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Administrative Studies
ADMS 3430
Len Karakowsky

Chapter 4 Job analysisTo attain the strategic and operational goals its necessary to develop shortrun production and operational budgets as well as to specify the division of labour commonly referred to as partitioning of the work process into manageable units called jobs Jobs can be defined as a grouping of related duties tasks and behaviours performed by one or more individuals namely jobholders Each job will have one or more positions in other words the number of individuals who are performing the duties tasks and responsibilities of a specific job Job analysis the analysis of subdivided work in the organization both at the level of the individual job and for the entire flow of the production processKnowledge of the nature of the organizations work process the job analysis process working conditions employee qualifications and the educational training and skills requirement are essential components in the formulation of the successful HR planning systemJOB ANALYSIS IS NOT ONLY CRITICAL BUISNESS PRACTICE TO ENSURE LEGAL COMPLIANCE BUT ALSO THE FOUNDATION OF ALL EFFECTIVE TALENT MANAGEMENT SYSTEMS Job analysis1Job analysis can be defined as an examination of the jobs in an organization with a view to documenting the task duties and responsibilities of a hob and the knowledge silks and abilities and other attributes required for the successful performance of those jobs 2The written outcomes of this process are referred to a job description and a job specification 3Job descriptions emphasis on the tasks duties and responsibilities of the job4Job specification are the competencies or the KSASthe job holder must possess to be a successful performer in a specific jobjob specification KNOWLEDGE body of information usually of a factual or procedural nature that allows an individual to perform a task successfullySKILLS individuals level of proficiency or competency in performing a specific task Level of competency is typically expressed in numerical termsABILTIES ability is more general enduring a trait or capability an individual possesses at the time when he or she first begins to perform a task Other attributes include work experienceBefore we can meaningfully advertise jobs and recruit individuals to fill job vacancies identified by the HR planning process to attract the desired applicants we must be able to specify the individual competencies that we seekThe selection criteria that flow out of the job analysis process are also used in succession planning to appraise the organizations internal candidates for transfer or promotion to management or executive jobsIf the performance appraisal process reveals that the individual has deficiencies that can be rectified by training and development specific programs or courses can be instigated to help the individual reach the desired standards Furthermorecompensation systems in organizations typically use a classification process based on knowledge and skills effort responsibility and working conditions the four compensable factors of the job that are explicitly noted and formalized by the job analysis processJob analysistherefore is not only a critical requirement for the proper implementation and operation of the HR planning processJob analysis has a long history within the HR field Efficiency expert Fred Taylors scientific management studies were key contributions to the evolution of contemporary job analysis methodsTaylors industrial engineering approach focused on reducing costs and improving efficiency of the manufacturing workerFred Taylors scientific management has two main aspects 1 the methods employed and 2 the time measurement for task completionFirst aspect is concerned with how the job incumbent performs the job that is what the minimum requirements for success in the jobThese requirements include a individuals knowledge of production techniques and process raw material and other inputs machinery tools cognitive abilitiesSecond aspect common to all job analysis is time measurement or the cycle and production time required to produce good or service to the performance standards of the organization This time standard is completely dependent on the first aspect which is concerned with the methods employed
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