MHR 523 Chapter Notes - Chapter 2: Occupational Information Network, Job Analysis, Job Performance

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Published on 21 Apr 2013
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Chapter 2: Job Analysis and Design
Job analysis: systematic study of a job to discover its specifications, skill requirements, etc. for
wage-setting, recruitment, training or job-simplification purposes
Job: consists of a group of related activities and duties.
o May be held by a single employee or several persons
o If jobs are not well designed and done well, productivity suffers, profits fall, and the
organization is less able to meet the demands of society, customers, employees and
other stakeholders
Position: The collection of tasks and responsibilities performed by an individual employee.
Human resource information system (HRIS) permits easy retrieval of relevant job details; it also
provides a variety of information about the job, jobholders, and past performance standards.
Steps in the Job Analysis Process
Phase 1: Preparation of Job Analysis
Step 1: Familiarization with the Organization and its Job
Have an awareness of an organization's objectives, strategies, structure, inputs (people,
materials, and procedures), and desired outcomes
Job analysis procedures are influenced by the organizations character
Step 2: Determine users of the Job Analysis
Most common uses are in the selection process, training, and designing performance appraisal
and compensation systems
Step 3: Identify jobs to be analyzed
Likely targets of job analysis are jobs that are critical to the success of an organization; jobs that
are difficult to learn or perform (determine extent of training); jobs in which the firm
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Document Summary

Job analysis: systematic study of a job to discover its specifications, skill requirements, etc. for wage-setting, recruitment, training or job-simplification purposes. Job: consists of a group of related activities and duties: may be held by a single employee or several persons. If jobs are not well designed and done well, productivity suffers, profits fall, and the organization is less able to meet the demands of society, customers, employees and other stakeholders. Position: the collection of tasks and responsibilities performed by an individual employee. Human resource information system (hris) permits easy retrieval of relevant job details; it also provides a variety of information about the job, jobholders, and past performance standards. Step 1: familiarization with the organization and its job. Have an awareness of an organization"s objectives, strategies, structure, inputs (people, materials, and procedures), and desired outcomes. Job analysis procedures are influenced by the organizations character. Step 2: determine users of the job analysis.

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