MHR 523 Chapter Notes - Chapter 2: Paq, Workflow
19 Oct 2015
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Document Summary
Major human resource management activities that rely on job analysis information: careful study of jobs to improve employee productivity levels, elimination of unnecessary job requirements that can cause discrimination in employment, creation of job advertisements used to generate a pool of qualified applicants, matching of job applicants to job requirements, planning of future human resource requirements, determination of employee orientation and training needs, fair and equitable compensation of employees. Phase two: information: determine sources of job data, data collection instrument design, choice of method for data collection. Job redesign: designing hris, changing hr systems (e. g. , compensation, organization change (e. g. , redesigning workflow in plant) Most standardized job analysis forms attempt to measure the following items: status and identification, status refers to whether the job is exempt from overtime laws, identification includes job title, division, and title of supervisors, duties and responsibilities, human characteristics and working conditions, performance standards.
