MHR 523 Chapter Notes - Chapter 4: Ana Ng, Job Analysis, Workflow

36 views7 pages
23 Jul 2016
Department
Course
Professor
Chapter 4: Designing and Analyzing Jobs
Fundamentals of Job Analysis
Job: A group of related activities and duties
Position: The collection of tasks and responsibilities performed by one person
Uses of Job Analysis
Job Analysis: The procedure for determining the tasks, duties, and responsibilities of
each job, and the human attributes (in terms of knowledge, skills, and abilities) required
to perform it
Human Resources Planning
-It’s essential to know the requirements of an organization’s various jobs and knowledge
about the skills and qualifications of current employees for planning future staffing
needs and in order to know which jobs can be filled internally and which will require
external recruitment
Recruitment and Selection
-The job description and job specification information should be used to decide what
sort of person to recruit and hire
Compensation
-The value of jobs is one of the key factors used to determine appropriate
compensations and justify any differences if challenged under human rights or pay
equity legislation
-If a job qualifies for overtime pay and for maximum hours purposes, as specified in
standards legislation
Performance Management
-Performance standards are determined through job analysis
-For more complex jobs, performance standards are often jointly established by
employees and their supervisors
find more resources at oneclass.com
find more resources at oneclass.com
Unlock document

This preview shows pages 1-2 of the document.
Unlock all 7 pages and 3 million more documents.

Already have an account? Log in
Labour Relations
-Job analysis are generally subject to union approval before being finalized
-Those union approved job descriptions become the basis for classifying jobs,
bargaining over wages, performance criteria, and working conditions
-Once approved changes to job descriptions may have to be negotiated
Training, Development, and Career Management
-Managers must determine the knowledge, skills, and abilities that employees bring to
the job to know what training programs are needed
-Employees can also prepare for future advancement by identifying the gaps between
their current knowledge, skills, and abilities and those specified for the jobs to which
they aspire
Restructuring
-Having and accurate description of each job may lead to the identification of
unnecessary requirements, areas of conflict, or dissatisfaction, or health and safety
concerns that can be eliminated through redesign or restructuring
Steps in Job Analysis
-There are six critical steps involved in analyzing jobs
1. Relevant organizational information is reviewed
2. Jobs are selected to be analyzed
3. Using one or more job analysis techniques, data are collected on job activities
4. The information collected in Step 3 is then verified and modified, if required
5. Job descriptions and specifications are developed based on the verified information
6. The information is then communicated and updated on an as-needed basis
Step 1: Review Relevant Background Information
Organizational Structure: The formal relationship among jobs in an organization
Organization Chart: A snapshot of the firm, depicting the organizations structure in
chart form at a particular point in time
find more resources at oneclass.com
find more resources at oneclass.com
Unlock document

This preview shows pages 1-2 of the document.
Unlock all 7 pages and 3 million more documents.

Already have an account? Log in

Get access

Grade+
$10 USD/m
Billed $120 USD annually
Homework Help
Class Notes
Textbook Notes
40 Verified Answers
Study Guides
1 Booster Class
Class+
$8 USD/m
Billed $96 USD annually
Homework Help
Class Notes
Textbook Notes
30 Verified Answers
Study Guides
1 Booster Class