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BUS 381 (65)
Chapter 4

BUS 381 - Chapter 4 & 5

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Department
Business Administration
Course
BUS 381
Professor
Natalie Zhao
Semester
Fall

Description
By Mark Liangco | BUS 381 Chapter 4 & 5– Job Analysis and HR Planning Job Design - Process of organizing work into tasks required for a job - Purpose: enhance the performance of employees and organization by modifying and enriching jobs. - Make jobs more efficient. Job Analysis - Procedure for determining: o Task, duties and responsibilities of a job o Human attributes (knowledge and skills) required to perform a job. - Job analysis proves the foundation for all other HR activities Steps in Job Analysis 1) Identify what the information will be used 2) Review relative background information a. Includes reviewing current job description of the job 3) Select representative position/jobs to be analyzed a. Ideally, you want to do job analysis on everything but time is scarce b. We have to focus on particular jobs to save time 4) Analyze the jobs a. Use the Job Analysis techniques/ Use Qualitative and Queantitative data) 5) Review analysis with incumbent/supervisor 6) Develop job description and Job Specifications Analyzing the Job (Step 4) Qualitative Data - Are often used but we also need quantitative data Techniques: 1) Interviews 2) Questionnaires 3) Observation – good for jobs that require physical activities 4) Participant diary/Log Quantitative Data - Needs a trained HR professional to fill out as it is hard to comprehend. - We assign a score of each job and compare its value Techniques: 1) Position Analysis Questionnaire 2) Functional Job Analysis a. To identify what training a job needs to be done efficiently. Reference Tool (for both quantitative and qualitative) 1) National Occupational Classification a. You can find very standardized and details of a lot of jobs including job descriptions and specification 2) Career Handbook By Mark Liangco | BUS 381 Job Description - What Jobholder actually does - List of duties, responsibilities, relationships, and working conditions of a job. - no standard format in writing job description - What the minimum requirements are to do the job Job Specification: - What you need to have to get the job/ what is recommend to do the job well - Human requirements (knowledge skills and abilities) needed to perform the job. o Lifting up to 50kgs, - Experience o Education and work experience - Human Implications of working condition o Ie: Fast pace, highly stressed working environment, must be able to focus. - Not legally required but highly recommended o
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